Transcript Slide 1

SCHOOLS!!
Overview
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Teaching Staff Pay & Conditions
Non-Teaching Staff Pay & Conditions
Leadership Group’s Pay & Conditions
Contracts
Questions & Answers
Terms of Reference
 School Teacher’s Pay & Conditions
Document 2008
 www.teachernet.gov.uk
 www.governornet.gov.uk
 www.lg-employers.gov.uk
 www.dfes.gov.uk
Trade Unions
 NUT – Jerry Glazier
 National Union of Teachers
 ATL – Mike Everett
 Association of Teachers & Lecturers
 NASUWT – Mark Broomfield
 NAHT – Bob Werrett/Amanda Keech
 National Association for Headteachers
Classroom Teachers Pay Scale
Scale Point
Annual Salary
England and Wales
£
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M1
M2
M3
M4
M5
M6
See portal
for rates
Classroom Teachers
 Newly qualified teachers are usually placed
at the bottom of the scale ( M1 ) and
progress up the scale on 1st September
each year, subject to satisfactory
performance.
 Schools have discretion to appoint further
up the scale to take account of previous
relevant experience.
 Any cost of living increases are effective
from 1st September.
Threshold
Scale Point
Annual Salary
England & Wales
£
 U1
 U2
 U3
See portal
for rates
Threshold
 Once on M6 can submit application to progress
through threshold.
 Headteacher assesses application.
 Payment with effect from 1st September.
 Progression criteria outlined in Pay and Conditions
Document.
 May only progress up the scale following two
successful performance reviews ( every 2 years ).
 Staff on leadership scale reverting to mainscale post
deemed to have passed through threshold. Schools
use discretion regarding which point to pay on.
Management Allowances
 Were awarded to classroom teachers who carried out
significant management responsibility.
 Between 31st March 2004 and 31st December 2005
could only be offered for fixed term of up to 1 year.
 Schools can no longer award new management
allowances.
 All management allowances are now safeguarded.
 Safeguarding ends either
 When fixed term expires
 On 31st December 2008
 When salary level exceeds the level of safeguarded
sum.
TLR Payments
 Teaching and Learning Responsibility
payments
 Payable on or after 1st January 2006
 “a significant responsibility that is not
required of all classroom teachers”
 Set criteria in Pay & Conditions book
 TLR2 – lower level ( between £2,422
and £5,920 )
 TLR1 – higher level. Must include line
management responsibility ( between
£6,997 and £11,841 )
TLR Payments
 Schools can set their own TLR payments but
must maintain at least £1,500 differential
between levels
 Awarded to the post not the person
 Can only be temporary if teacher covering
post eg. Maternity, sick leave etc.
 All schools to have produced a new staffing
structure including new TLR posts by 31st
December 2005, to be implemented by 31st
December 2008.
 Safeguarding if from determination for 3
years
Special Educational Needs
Allowance (SEN)
 First SEN allowance - £1,912
 Awarded if
 working within a special school
 teaching mainly children with SEN statements
 teaching mainly children who are hearing or
visually impaired
 Second SEN allowance - £3,778
 Awarded if, in addition to the above the
teacher has particularly relevant
qualifications or experience
Advanced Skills Teachers
(ASTs)
 Paid on a separate pay spine
 Role is to train, mentor, support classroom
teachers; produce relevant teaching resources,
advise on teaching methods etc
 20% of time spent working in other schools
 Must apply to assessed against set standards
 May progress annually if meet performance
objectives
Excellent Teachers
 New scheme being introduced on
1st September 2006
 Available to UPS3 teachers who have
been at that point for at least 2 years
 Similar to AST but work within 1
school
 Focus on raising standards of other
classroom teachers
 Paid spot salary
Unqualified Teachers
 Any person appointed to teach in school who
does not hold Qualified Teacher Status ( QTS ) is paid
on this pay spine
 10 point pay spine
 May only be appointed on fixed term contracts
 Annual incremental progression on 1st September if
still in post
 School decides which point to appoint on depending
on previous experience and qualifications
 School may pay an additional allowance if they feel
the salary point does not reflect the responsibilities /
experience
 As soon as an unqualified teacher becomes qualified
they must be transferred to main scale teacher salary
Graduate/Registered
Teachers
 Appointed by school to teach whilst
working towards QTS
 Performance monitored by LEA
 Paid on unqualified teacher spine
Overseas Trained Teachers
 School / Jane Elson check whether
their overseas qualification is equal to
QTS
 Generally paid on unqualified teacher
spine and work towards gaining QTS
 School must ensure work permits are
obtained prior to appointing
 Jane Elson leads on this area
Recruitment & Retention
 Schools may offer financial assistance,
support or benefits to help recruit or retain
teachers
 Recruitment incentives may only be offered
for a maximum fixed term period of 3 years
 Retention incentives may only be offered
for a fixed term of 3 years but may be
renewed in exceptional circumstances
 Schools must specify reasons for awarding
these allowances in their pay policy
General Teaching Council
 All qualified teachers are required to
register with the GTC
 Organisation holds records of teachers
dismissed ( or who resign before dismissal )
for misconduct or capability
 Award sanctions to teachers which may bar
them from teaching or impose conditions
on their employment
 Registration currently costs £33pa and this
sum reimbursed to teachers via payroll
Salary Statements
 Schools must issue all teachers with
salary statements annually by 31st
October
 Statements must advise of salary
point, allowances and safeguarded
sums as of 1st September
Pay Policy &
Performance Management
 All schools must adopt a Pay Policy and
arrangements for conducting performance
management
 Elements of Pay Policy
 governors roles / committees
 details of teachers pay scales
 details of allowances
 appeals procedures
 Performance Management:
 annual cycle
 clear objectives, reviews and assessments
 close links with teachers pay progression
PPA Time
 Planning Preparation and Assessment
 All teaching staff ( including heads,
deputies etc ) have not less than 10%
of their time – tabled teaching time
away from direct teaching
Working Time/Leave
 Classroom teachers contracts are for
1265 hours pa, over 195 days ( pro
rata if part time )
 No entitlement for annual leave
 Absences must be due to sickness or
compassionate / family friendly
reasons
Notice Periods
 At least 2 months notice prior to end
of Spring and Autumn terms, and 3
months prior to end of Summer term
 For Headteachers only this increases
to 3 and 4
Notice Periods
Term
Notice Date
Teachers
Autumn 31st Oct
Spring
28th Feb
Summer 31st May
Notice Date
Heads
Leaving Date
30th Sept
31st Jan
30th April
31st Dec
30th Apr
31st Aug
Non-Teaching Staff
Pay & Conditions
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Who does this apply to?
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LSA – Learning Support Assistant – term time only = 38wks
(39wks if inset days).
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TA – Teaching Assistant – term time only
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MDA – Midday Assistant – term time only
 Paid 44 weeks per year or 45 (5 years service).
Non-Teaching Staff
Pay & Conditions
 HLTA – High Level Teaching Assistant – term time
only. (Jane Elson for further information on
qualification).
 Caretakers - Can work up to 52 weeks per year.
 Nursery Nurses – 37hrs a week (full time). (Employed
same as teachers). 52 weeks per year/occasionally
term time only.
 Office staff (term time only – occasionally be asked
to work in holidays), ICT Technician (term time
only), Kitchen Staff (term time only), Cleaners
(term time only – occasionally be asked to come in
the holidays).
Term time only – 38 weeks
(sometimes 39)
 Terms
 The Summer term from May 1 to August 31
 The Autumn term from September 1 to
December 31
 The Spring term from January 1 to April 30
 Paid over 12 monthly instalments which
includes the school holidays
 Work during the term and only during
school holidays if stated in the contract of
employment.
Non-Teaching Staff
Pay & Conditions
Inset days
 Teacher training days (‘Baker days’!)
 5 days (1 week!)
Leave
This is subject to review following the
implementation of Single Status in Schools for
support staff in November 2008.
4 weeks (Extra week after 5 years service)
 Plus 2 weeks public and statutory holidays per annum
 Leave paid over 12 monthly instalments (don’t take
leave unless 52 week worker)
Pay Scales/Salary
Pay scales:
 Following the implementation of Single
Status in Schools, support staff will be
paid the agreed evaluated levels within
the School – Levels 1 – 12.
Calculating Salary
Calculating Salary:
 If part time or term time only - calculate salary pro
rata.
 Calculated as follows:  e.g. A TA works term time only and is also asked to
come in for the inset days and has worked at the
school for 6 years. They work 25 hrs a week and get
an annual salary of £10,000.
(46 weeks which includes 5 weeks annual leave
25 hours 0 minutes x leave + 2.0 weeks public and
statutory holidays per annum) x £10,000pa
37 x 52.1429 (hours and weeks for full-time
appointment)
= pro rata to £5960.75
Notice Periods
 Depends on contract of employment
 1 month notice for employee to
terminate contract
 Those who are above Level 7 may
require additional notice
 For employer to terminate contract it is
1 week per year of service - minimum 1
month notice and maximum 12 weeks.
HLTA
Funding from government
Supporting teachers in class
More responsibility i.e. Can take a class
TA/LSA can apply for the HLTA qualification
Can only work as HLTA if there is a post
available within the school/advertised
 More information – Jane Elson, 01702
215456
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Non-Teaching Staff
Pay & Conditions
Maternity
 Same as council, pack is set out differently. Large
area – covered as a separate topic
Sick Pay
 Same as green book conditions. Same as rest of
council. Green NJC book part 2 section 10.
CRB
 All new staff should have a satisfactory,
enhanced cleared CRB check before starting at a
school.
 See Safeguarding in Educactional Settings
January 2007
Leadership Group
Pay & Conditions
Pay Spine for the leadership group:
 Head Teacher
 Deputy Head Teacher
 Assistant Head Teacher
 Individual School Range
 Determine an ISR range
 Extension to an ISR Range
Leadership Group
Pay & Conditions
 Conditions of Employment of Head
Teachers
 Conditions of Deputy Head Teachers
and Assistant Head Teachers
Contracts
 Be aware that the contract is the legal foundation of
the employment relationship.
 Put the contract in writing or ensure that there are
written particulars or other evidence of the contract
terms.
 Ensure that the contract terms are clear and
unambiguous.
 Ensure that the contract is sufficiently detailed to
avoid unnecessary implied terms.
Contracts continued
 Be aware that flexible contracts are being restricted in
scope and may not provide the expected benefits.
 Be aware that there is no automatic power to change
contract terms - this must be built in.
 Be aware that the contract terms are critical in breach of
contract claims.
 Be aware that constructive dismissal is based on a
breach of contract.
 Be aware that statutes may presume the existence of a
contract.
Written Particulars
 Why are written terms of employment
important?
 Disagreements about the terms and
conditions of employment can be solved
without litigation if the contract terms are
clear and unambiguous. If the terms are
agreed orally, or are not agreed by both
parties, the situation is ripe for dispute.
Terms agreed orally should be noted either
at the time of agreement, or immediately
afterwards.
 Issued within 2 months
Written Particulars
Continued
 What happens if there is no written
agreement of the contractual terms?
 The court or tribunal may imply a term
based on the conduct of the parties, a
custom in the workplace or in the industry
as a whole, a custom implied at common
law, or its belief that the parties would have
agreed the term had it been put to them.
Reliance on implied terms results in
uncertainty and it is therefore advisable to
put all the terms of the contract in writing.
Written Particulars _
Continued
 What happens if there is no written
agreement of the contractual terms?
 The court or tribunal may imply a term
based on the conduct of the parties, a
custom in the workplace or in the industry
as a whole, a custom implied at common
law, or its belief that the parties would have
agreed the term had it been put to them.
Reliance on implied terms results in
uncertainty and it is therefore advisable to
put all the terms of the contract in writing.
 The statement of written particulars is
divided into two parts. The items in the first
part must all be included in one document,
'the principal document'. These are:
 the names of the employer and employee;
 the date of commencement of employment;
 the date when continuous employment
began;
 the scale or rate of remuneration or the
method of calculation;
 the intervals at which remuneration is paid;
 terms relating to hours of work including any
provisions relating to normal hours if any;
 holiday and accrued holiday pay including any
entitlement to bank holidays and accrued holiday pay
on termination of employment, in sufficient detail to
enable precise calculation of the sums;
 job title or brief job description; and
 place of work or if there is none this must be indicated
and the address of the employer included.
 The other information, as follows, can be delivered in
instalments:
 terms relating to sickness and injury terms if any;
 any pension terms (contracting out certificate details
if contracted out), although this does not apply if the
pension scheme is a statutory one and the pension
body or authority has to provide the information;
 length of notice to be given by each party;
 expected length of temporary employment (includes
fixed-term and time-limited contracts);
 collective agreements affecting the contract if any;
 where the employee is to work abroad for more than
one month, the terms relating to working abroad,
including the period of work outside the UK, currency
of remuneration whilst abroad, any additional
remuneration and benefits and any terms relating to
his or her return;