TEACHERS PAY IN 2013 AND 2014

GRAEME CATLING HR ADVISER (SCHOOLS) PAPH

STEVE JONES SENIOR HR ADVISER PCC

AIM OF BRIEFING

To inform Heads/Deputies about the significant changes to Schools Teachers Pay and Conditions

To support Schools in planning these changes

Key changes in 2013 and 2014What Schools need to doAny questions

CONTENT OF SESSION

Headteachers, Deputy Headteachers and Assistant Headteachers

TLR1 and TLR2 allowances SEN allowancesSafeguarding of salary

NO CHANGES TO

Removal of fixed pay points for classroom teacher pay grades

Performance related pay progression for all teachersTemporary TLR (TLR3)New criteria and local process for decision on UPS New leading practitioner (LP) grade Removal of AST & ET gradesNo automatic “portability” between schools of pay

grade or salary pointRemoval of three year limit on recruitment and

retention allowances

KEY CHANGES

Four pay gradesMain Pay Scale Range Upper Pay Scale Range Leading Practitioner Unqualified

Maximum and minimum – no specific pointsEffective from September 2013Any progression from September 2013 is based

on 2012 document

TEACHERS

PAY RANGES Pay Range Minimum Maximum

Main Pay Scale £21,804 £31,868

Upper Pay Scale £34,523 £37,124

Leading Practitioner £37,863 £57,520

Unqualified £15,976 £25,267

“A post whose primary purpose is to model and lead improvement of teaching skills”Specific post in school staffing structure Paid on an individual post range within the new Leading

Practitioner pay range Different teachers in the same school may be placed on

different individual rangesRange overlaps with the Leadership range (up to L18) No national assessment for the role Expect national teacher standards to be used for local

assessment

LEADING PRACTITIONERS

Headteacher

TEACHING STAFF STRUCTURES

Deputy Head(s)Assistant Head(s)

Leading Practitioner(s)

Classroom Teachers Main/Upper/Unqualified pay

rangesTLR’s;SEN

Any qualified teacher may apply to be paid on the upper pay range

An application from a qualified teacher will be successful where: The teacher is highly competent in all elements of the relevant

standards and The teachers achievements and contribution to the school are

substantial and sustained The pay policy should set out the process for assessing

applicants Current post-threshold application process valid up to 31st

October (round 13)

UPPER PAY RANGE

Schools may pay on UPR: Newly appointed teachers who meet the 2012

definition of ‘post threshold teacher’ andTeachers who were on UPR in another school Schools must pay UPR on:Teachers who are already on UPR in the school,Existing teachers who are successful in their threshold

application under the 2012 STPCD,Teachers who were previously employed in the school

on the leadership spine or as AST or ET,

UPPER PAY RANGE

TLR1 and TLR2 unchanged (2013 Rates)TLR 1 = £7,397 - £12,517TLR2 = £2,561 - £6,259 Permanent associated with the post

New temporary TLR 3 (from Sept 2013)For clearly time-limited school improvement

projects, or one-off externally driven responsibilities Annual value £505-£2,525Fixed term must be established at the outset

TLR PAYMENTS

The 3 year limit has been replaced by a requirement for relevant bodies to conduct a ‘regular formal review’

RECRUITMENT AND RETENTION PAYMENTS

Pay increase awarded on the main upper pay range is permanent only while the teacher remains employed at the school

Pay policies should set out how salary will be determined on appointment after 1st September 2013

FLEXIBILITY IN PAY

Annual consideration of whether or not to increase the salary of each teacher and by how much

Decision must be related to the teacher’s performance, as assessed through the school’s appraisal arrangements

Recommendation on pay must be made in writing as part of the teachers appraisal report, and the governing body must have regard to this recommendation in making their decision.

PAY PROGRESSION LINKED TO PERFORMANCE

Increases may be differentiated, with the amount of any increase attributable to the performance of the individual teacher.

Continued good performance over a number of years should give a classroom teacher a reasonable expectation or progressing to the top of the pay range

The school’s pay policy must set out clearly how pay increases will be determined

PAY PROGRESSION LINKED TO PERFORMANCE

School governing bodies must:Adopt a policy that sets out:The basis on which teachers’ pay is

determined; and the date by which the teachers’ annual pay review will take place

Establish procedures for addressing teachers’ grievances in relation to their pay in accordance with the Acas Code of Practice and set out in the schools pay policy

SCHOOL PAY POLICIES

Revise school pay and appraisal policies to include:Mechanisms and criteria for performance related

pay ready for Sept 2014Determination of salary on appointment

Consider whether to create Leading Practitioner post from Sept 2013

Consider use of TLR3s

SEPTEMBER 2013 SCHOOLS SHOULD

Carry out appraisal reviews for teachers against targets set last autumn

Make and approve pay recommendations in line with current appraisal policy.

Set targets which will allow objective assessment for performance related pay in 2014

Governing bodies – determine what provision should be made in the school’s budget for discretionary pay increases in 2014

For any newly appointed teacher determine a statutory salary in accordance with the schools pay policy

FROM SEPTEMBER 2013 SCHOOLS SHOULD

Carry out appraisal reviews and make and approve performance related pay recommendation in accordance with the schools pay policy

FROM SEPTEMBER 2014 SCHOOLS SHOULD

ANY QUESTIONS……..?