The governing body aims to provide the best possible educational opportunities for its students. To fulfil that aim, the governors attach paramount importance to ensuring that all teaching and support staff of the college are valued and receive proper recognition for their work and for their contribution to the life of the college.
This policy operates within the legal framework, having due regard to Employment Law, Equal Pay legislation, Sex Discrimination and Race Relations Acts, the Disability Discrimination Act and the Education Acts, in accordance with local and national agreements for its staff:
- The Conditions of Services for School Teachers
- The National Joint Council for Local Government Employees
- Herefordshire County Council Personnel Policies and Procedures Manual
2. Policy Aims
2.1 To avoid unlawful or unfair discrimination on ground of gender, race, disability, age or any ground other than those which relate to the requirements of the post.
2.2 To ensure all staff are aware of the criteria used to determine pay.
2.3 To ensure that staff have confidence in their Governing Body’s approach to questions on pay and rewards.
2.4 To enable the college to recruit, retain and motivate staff who will contribute to achieving a high quality of education for all students.
2.5 To develop a staffing structure which meets the developmental needs of the college.
2.6 To ensure that pay matters are dealt with fairly and responsibly.
2.7 To ensure that pay is related to financial resources available.
3. Principles of the Policy
The policy and its implementation will have proper regard to the following principles:
3.1 The policy will take account of national requirements on pay and conditions of service and of relevant LEA advice
3.2 Implementation of the policy will be subject to the budgetary limits set by the Governing Body.
3.3 The college’s Equal Opportunities Policy will inform every stage of the implementation of the pay policy.
3.4 Care will be taken to ensure that the statutory requirement to provide equal pay for work of equal value is met.
4. Consultation and Appeals Process
4.1 A Committee of the Governing Body will draft the pay policy after taking into account:
a) the advice of the Head Teacher;
b) the Governors’ approved budget;
c) the uses other than pay to which resources can be put to meet the college’s objectives.
4.2 The Governing Body may amend and will determine the policy to be implemented.
4.3 A copy of the pay policy will be available to all members of the teaching and support staff and all Governors.
4.4 The policy will be reviewed annually.
4.5 Any appeal by an individual member of staff against a decision arising from the
implementation of this policy will be considered according to the college’s Grievance Procedure.
5. Opportunities for Change
The Governing Body recognises that any changes to the college’s pay structure will often need to be gradual and will depend upon opportunities arising in one or more of three ways.
5.1 Through an addition to the funds available for pay. Where the Governing Body is able to allocate in its annual budget additional funds for pay, then the Governing Body will be empowered to make use of the additional funds in accordance with the college’s pay policy.
5.2 Through the creation of vacancies as a result of retirements or resignations. The Committee will be empowered to make like-for-like appointments or to exercise flexibility in accordance with the college’s pay policy, provided that the budgetary provision is not exceeded.
5.3 Through a decision to carry out a major structuring of the staffing establishment. Such a change will be required to meet not only the priorities of the college’s development plan but also the approval of the full Governing Body.
6. Criteria for Pay Discretions
6.1 Head Teacher and Deputy Head Teacher
The Committee will review annually the pay of the Head Teacher and Deputy Head Teacher according to criteria in the most recent School Teachers’ Pay and Conditions document and the outcome of the Performance Management Review Panel. Consideration of the Deputy Head Teacher’s salary will take account of the advice of the Head Teacher.
The assessment will be determined by the following criteria:
(i) whether there has been a sustained high quality of performance in the light of performance criteria agreed between the Governing Body and the post holders;
(ii) the responsibilities of the post;
(iii) the social, economic and cultural background of the students attending the college;
(iii) whether the post is difficult to fill.
The following indicators may be taken into account in considering the performance of Head Teacher and Deputy Head Teacher:
(i) examinations and test results;
(ii) student attendance;
(iii) financial management;
(iv) where there has been an OFSTED inspection, progress in implementing the resulting action plan;
(iv) target contained within the College Development Plan.
The Governors will give highest priority to targets in the College Development Plan and having considered the performance indicators, will then give consideration to other criteria identified within the School Teachers’ Pay and Conditions Document, principally any increase in responsibilities.
The Governing Body will ensure that the salary determined by the above criteria is not lower than the minimum of the range specified in the Teachers’ Pay and Conditions Document for the group size of the college.
The Head Teacher and Deputy Head Teacher will be informed in writing of the outcome of the Review and how the salary was determined.
6.2 Teachers other than Head Teacher and Deputy Head Teacher
The Committee will review annually the pay of all teachers according to criteria advised in the School Teachers’ pay and Conditions Document paragraphs 3.1 to 3.3. Teaching staff will be informed in writing of the result of the Review.
6.3 Teachers (other than Head Teacher and Deputy Head Teacher)
Additional salary points are awarded on the following basis:
In addition to mandatory points, awarded for each year of satisfactory teaching service, governing bodies are able to award additional full and half points for other relevant:
- experience within industry or commerce that may be subject related, eg chemical engineering;
- professional (other than teaching) experience of working directly with children;
Governing Bodies must determine on an individual basis, the allocation of discretionary experience.
(b) Teaching and Learning Responsibility Payments (TLRs)
Before awarding a TLR, the Governing Body must be satisfied that the teacher’s duties include a significant responsibility that is not required for all classroom teachers, and that:-
- is focused on teaching and learning;
- requires the exercise of a teacher’s professional skills and judgement;
- requires the teacher to lead, manage and develop a subject or curriculum area; or to lead and manage student development across the curriculum;
- has an impact on the educational progress of students other than the teacher’s assigned classes or groups of students; and
- involves leading, developing and enhancing the teaching practice of other staff
Before awarding a TLR1, the Governing Body must be satisfied that the significant responsibility referred to in the previous paragraph includes, in addition, line management responsibility for a significant number of people.
Where the Governing Body has approved a TLR post in conformity with the criteria stated the postholder will receive an appropriate TLR payment.
( c ) Threshold and Post-Threshold Teachers
Teachers who have reached the top point of the Main Pay Scale are eligible to apply to cross “Threshold” to Upper Pay Scale point one and must do so in line with the Department for Children Schools and Families Regulations and timescales appertaining at the time
Teachers who are successful in their Threshold Assessments move to upper pay scale at point 1 and may be considered for further progression after an additional two years service in which they have had successful performance reviews. Such progress will not be automatic. Teachers will be assessed in accordance with performance management regulations to determine whether there has been substantial and sustained performance and contribution to the college as a teacher. Such performance and contribution needs to be of greater breath and depth than the threshold standards themselves.
For consideration for progression to UP3, teachers must meet the above criteria and in addition should:-
- provide a role model for teaching and learning;
- make a distinctive contribution to the raising of student standards
- contribute effectively to the work of the wider team.
The Committee will receive a recommendation from the Headteacher in this regard and will decide whether or not to award an additional point to eligible teachers. Once awarded, points on the upper scale can not be removed. Other than in exceptional circumstances, teachers will move through the upper pay scale at no more than biennial intervals
Post Threshold teachers are eligible for the same Allowance as other qualified teachers
(d) Recruitment and Retention
The Governing Body may award half or full points up to a maximum of two full points for a post which proves particularly difficult to fill.
(e) Special Needs
The Governing Body will award one full point to a teacher who is teaching wholly or mainly students with statements of special education needs.
- 7. Support Staff
The Governors grade posts after consideration of the national and provincial agreements, the Authority’s advice and job evaluation arrangements.
- 8. Procedure for Appointments
Procedure for appointments to vacant posts, including temporary and promoted posts, will be determined by the Committee, subject to statutory requirements in respect of appointments to Headship and Deputy Headship.
The Committee will ensure that information relating to vacant posts is made available to staff before and after final determination.
- 9. Absences
HCC guidelines for Personnel Policy for Schools states “It is essential that individual employees are treated and treat each other with justice, fairness, consistency and courtesy”. To this end we will implement the completion of a Self-Certification Form for every absence. Subject to the following, which may trigger possible recommendation to occupational health:
(i) Employees who have four or more periods of absence in the preceding six months (including single and ½ or part days).
(ii) Employees who have ten or more days of absence in the preceding six months (2 working weeks for part time).
(iii) Employees who have a pattern of absence, giving rise to cause of concern, ie employee who is only absent on a Friday.
Paid absence (other than sickness) will be at the discretion of the Headteacher and Governors