Introduction
The purposes of this policy are to:
• ensure that the school complies with statutory requirements
• ensure that pay structures support the school’s overall aim of raising standards for pupils
• underpin a strategy for recruiting and retaining high quality staff which takes account of:
- national and local shortages of teachers, especially in certain curriculum areas and at specific levels within the structure
- the school’s geographical location in an area of high cost accommodation and on the border of the inner London pay area
- the challenges presented by the school serving an area of significant social deprivation
- market forces
The Governing Body is ultimately responsible for:
• ensuring the policy is adhered to in a manner which is fair and in keeping with equal opportunities policy
• making decisions on pay, although many of these will be delegated to the Headteacher
The Leadership Group
The staffing and salaries committee of the Governing Body will review annually the size and membership of the leadership group, giving due regard to guidance from the DCSF and recommendations from the Headteacher.
On appointment to the leadership group each member will be allocated a salary range. This will normally fall within the leadership group pay spine and be based on:
• a consideration of the regulations in the Teachers’ Pay and Conditions Document
• the underpinning strategy for recruiting and retaining high quality staff
• the need to maintain or adjust differentials
The staffing and salaries committee of the Governing Body will review the pay of all members of the leadership group annually in the first half of the autumn term. The committee will have access to:
• the review statement prepared by the appointed governors and the school improvement partner (SIP) (in the case of the Headteacher)
• any relevant review statements prepared by the Headteacher (in the case of Deputy and Assistant Headteachers)
The staffing and salaries committee of the Governing Body may award a one or two point incremental advance based on personal performance in the preceding school year. This is available to all members of the leadership group until such time as they have reached the top of their salary range.
The staffing and salaries committee of the Governing Body will include in its annual review a consideration of leadership group salary ranges in keeping with the underpinning strategy for recruiting and retaining high quality staff.
Teaching Staff (other than those on the “fast track” scheme)
New Appointments
The starting pay for a newly appointed teacher will be calculated as for existing staff (see below).
Vacancies attracting any allowances will be advertised as such.
The Headteacher has discretion over the determination of pay in line with the underpinning strategy for recruiting and retaining high quality staff.
Existing Staff
Each year the Headteacher will present to the staffing and salaries committee of the Governing Body recommendations on the level of pay from September of the new school year for each member of the teaching staff (other than those in the leadership group). These recommendations will be based on the regulations in the Teachers’ Pay and Conditions Document and the underpinning strategy for recruiting and retaining high quality staff.
• Teachers on the main spine:
- Newly qualified teachers (NQTs) will start at point M2 subject to any additional increments in recognition of experience outside teaching
- Other than in exceptional circumstances each teacher will advance by one increment annually until point M6, the upper limit of the scale, is reached
- In the case of exceptional performance the Headteacher may recommend to the staffing and salaries committee of the Governing Board, with supporting evidence, that a teacher be advanced two points
- In the case of a teacher subject to the school’s disciplinary or capability procedures the Headteacher may recommend that no incremental advance is made
- Teachers who have reached point M6 are eligible to apply for transfer to the upper pay spine through the threshold procedure
- The decision on passage to the upper pay spine is the Headteacher’s and will be based on satisfactory performance demonstrated through the school’s performance management régime
• Teachers on the upper pay spine
- Movement on the upper pay spine will be based on the performance of the teacher and subject to time limits and criteria specified in the Teachers’ Pay and Conditions Document
- Evidence for the quality of performance will be derived from the school’s performance management régime
Teaching and Learning Responsibility Allowances (TLRs)
Decisions on the award of TLRs:
• may be made at any time of year
• are awarded in recognition of additional responsibilities taken on by teachers outside the leadership group
• are based on the needs of the school and the ability of teachers to undertake required roles
A post attracting a TLR:
• may be advertised internally
• may be time limited in order that a specific task is completed
• may be withdrawn if the teacher ceases to carry out the specified responsibilities
Recruitment and Retention Incentive Payments
Recruitment and retention incentive payments may be made at any time of year giving due consideration to the conditions set out in the Teachers’ Pay and Conditions Document and the underpinning strategy for recruiting and retaining high quality staff.
Special Needs Allowances
Special needs allowances may be made at any time of year giving due consideration to the conditions set out in the Teachers’ Pay and Conditions Document and the underpinning strategy for recruiting and retaining high quality staff.
Support Staff
Pay reviews for support staff are dependent on whether their terms of employment require:
• an incremental advance based on service, in which case the staffing and salaries committee of the Governing Body will approve the increment based on a statement from the Headteacher
• a pay award based on performance, in which case evidence of satisfactory performance will be gathered from the school’s performance management régime and presented in summary form to the staffing and salaries committee of the Governing Body
Appeals
Any member of staff who is dissatisfied with a decision concerning pay should raise the matter initially with the Headteacher. If the matter cannot be resolved in this way it should be referred to Governors’ Staffing Appeals Committee whose decision is final
In the case of the Headteacher being dissatisfied with a pay decision, first recourse is to the Chair of Governors.
8 October 2009