Teachers’ Pay Changes September 2013 and September 2014

Education Personnel Services

Aims and objectives of this briefing:

• A brief reminder of current pay arrangements • A summary of the proposed changes and their implications • Consider the information that OfSted are likely to seek • Share the actions being undertaken by EPS • Consider the immediate actions for governing bodies • Share messages from LA review of Headteacher pay progression • Explore the particular issues for academy schools

The current position: main/upper scales

• A structured 9 point pay spine − 6 points on the Main Pay Spine − 3 points on the Upper Pay Spine •Progression takes effect 1 September: − w ithin Main Pay Spine mainly determined by length of service − onto and within Upper Pay Spine by application, based on last two years performance management reviews and with an assessment against threshold standards and national criteria

The current position: other pay scales

• Advanced Skills Teachers (with 20% outreach work) and Excellent Teachers with their own pay ranges − Only applicable where schools have chosen to have such a post in their structure •Unqualified teacher scale: − a structured six point pay scale

The current position - allowances

• Teaching and Learning Responsibility payments (TLRs) for management responsibility – can only be used for permanent responsibilities in the staff structure • Recruitment allowances limited to three years • Retention allowances limited to three years, but extendable in exceptional circumstances

Teachers’ Pay Ranges

• Retention of 5 main pay ranges: – Unqualified teacher pay range – Main pay range – Upper pay range – Leading practitioner pay range (similar to AST/ET range) – Leadership pay ranges • BUT: – With the exception of leadership pay, no other range will have specific points – each will have a minimum and maximum salary amount

September 2013 / 2014 – pay ranges

• Retention of an Upper Pay Range − Retaining an application process but is for local determination − “Simpler” criteria with removal of additional standards • Introduction of Leading Practitioner role and range and removal of Advanced Skills/Excellent Teacher ranges

Pay progression

• Progression determined by performance: − decision to award an increase must be related to performance − recommendation on pay must be made in writing and relevant body (Governors’ Pay Committee) must have regard to this recommendation − increases must be differentiated, such that the amount of any increase is “clearly attributable” to the performance of the teacher − should be a reasonable expectation of progressing to the top of their respective pay range if performing well

September 2013 / 2014 – allowances

• Introduction of an additional fixed term “TLR 3”: − for project related responsibilities − £500-£2,500 − must be paid on monthly basis for fixed-term period • Ability to award recruitment or retention allowances for longer than a three year period • Other allowances (eg SEN) retained with same criteria

Ofsted

• Effective performance management and evidence of pay decisions are influencing factors in the judgement of quality of leadership and management • Inspectors will consider: − whether governors understand how the school makes decisions about teachers’ salary progression − whether governors rigorously performance manage the headteacher

Judgements will include:

• consideration of how well the head manages staff performance: − seek evidence that good performance is recognised in the performance management process and − that poor performance is rigorously challenged, with training and support provided • consideration of how well the head uses the staff budget to differentiate appropriately between high and low performers

Information that will be sought:

• anonymised information from last three years which shows the proportion of teachers who have: − progressed along the main pay scale/range − progressed through the upper pay scale/range − progressed along the leadership scale − received additional responsibility payments • information regarding numbers of teachers in the upper pay spine/range will be compared against the overall quality of teaching

Action by Education Personnel

• Working group of Headteacher representatives to develop a pragmatic approach to differentiated pay and a consulted model pay policy ready for localisation • Attending Local Government working groups to ensure consideration given to approaches across the South East • Programme of workshops for Headteachers/SLT members to consider practical implementation of new provisions • Programme of consultation with unions already in place ready for model policy to be released late July

Action for Governing Bodies

• ensure Headteacher / Lead SLT member attends a workshop • give consideration to whether the school structure requires a Leading Practitioner post • consider whether there are any projects or initiatives for which a TLR 3 may be appropriate • determine how will you ensure consistency and robustness of performance management decisions and therefore pay decisions • plan to enable sufficient time to review and localise the pay policy

LA review of Headteacher pay v school performance

• School Teacher Pay and Conditions Document (STPCD) – no progression unless “sustained high quality of performance” • Good practice in good/outstanding schools and those where results above floor standards • Some issues in satisfactory/requiring improvement (RI) schools/those below floor standard – Many heads in satisfactory/RI schools receiving progression and some receiving additional allowances – are all of these heads sustaining “high quality of performance”?

• Concerns – More OfSted challenge and rigour in this area – Is there appropriate use of public money?

Further advice and guidance

can found on the Governor Services website www.hants.gov.uk/education/governors Login using your Governor ID and then click on •Latest news and newsletters OR •Governance A to Z, then P, Personnel Topic Area scroll down and click on pay and conditions tab.

http://www3.hants.gov.uk/education/governors/governo rs-hantsgov/paybriefing-april2013.htm

Questions?

Governors from academy schools should remain for a second presentation summarising key issues for academies