Download original attachment
(Word document)
This is an HTML version of an attachment to the Freedom of Information request 'Sefton Borough Staff undertaking additional paid employment'.

Sefton Children's Services

Model Whole School Pay Policy

June 2007

Introduction

This Model Whole School Pay Policy has been subject to consultation with trade unions. It is recommended for adoption by Governing Bodies.

It is based upon the model policy recommended by the DfES and takes account of all relevant legislation and guidance, including statutory and non-statutory guidance. It should be noted that not all trade unions are members of WAMG or RIG. Statutory guidance is indicated with an asterisk. All trade unions provide guidance on matters relating to pay, including model pay policies, and governors should be aware of these, they are available from union representatives on the staff and from local union officers.

Key features are:

  1. establishing a `whole school approach' by considering all staff in the context of school improvement and available resources

  1. identifying links between performance and pay

  1. linking to `standards'

4. relating to the National Agreement

Associated Documents

This Policy should be associated with:

  1. The School Teachers Pay and Conditions Document (STP&CD)*

  2. DfES Statutory Guidance on the STP&CD*

3. The Burgundy Book*

  1. The Green Book*

  2. DfES Introductory to the STP&CD

  3. Publications of the Rewards and Incentives Group (RIG)

  4. Local agreements on support staff pay

  5. Local WAMG (Workforce Agreement Monitoring Group) guidance

  6. The School Performance Management Policy

  7. The School Improvement Plan

Web-based Resources

Useful guidance can be found at: teachernet.gov.uk; governornet.co.uk; remodelling.org; schoolpolicy.co.uk

Name of School Pay Policy

Contents

1. Introduction 3

2. Aims 3

3. Basic Principles 4

4. Structures and Procedures 5

5. Use of Discretion in Basic Pay Determination 8

6. Performance Pay (Teachers) 11

7. Performance Pay (Support Staff) 14

8. Discretionary Allowances and Payments (Teachers) 15

9. Discretionary Allowances and Payments (Support Staff) 17

10. Other Payments (Teachers) 17

11. Other Payments (Support Staff) 18

12. Travelling and Subsistence Allowances 18

13. Work Life Balance 19

14. Recruitment and Appointments 19

15. The National Agreement 20

16. Temporary Pay and Allowances 22

17. Secondments 22

Appendices

1. Restructuring Plan (including implementation plan)

2. Annual Pay Statement

3. Performance Management Policy

4. Travel and Subsistence Allowance Schemes

  1. Sick Pay Entitlements

  1. Recruitment and Appointment Policy

Name of School Pay Policy

2006/2007

1. Introduction

The School Teachers' Pay and Conditions Document (STP&CD) places a statutory responsibility upon LA's and Governing Bodies to have a Pay Policy in place, which both sets out the basis on which they determine teachers pay and defines procedures for determining appeals.

Whilst embodying those national recommendations in respect of the determination of teachers pay, this policy also sets out, in the interests of equality, the basis on which Governors will determine the pay of all employees including: Classroom Support Staff; Learning Mentors; Welfare and Care Staff; Administrative Staff; Technical Staff; Site Supervisory and Security Staff etc.

Those aspects of this Policy, which apply to teachers, are based upon the national guidelines issued by the DfES and supported by RIG.

Those aspects of this Policy, which apply to staff other than teachers, take account of the guidance given in the National Joint Council Conditions of Service for Local Government Services (NJCCSLGS) known as the Green Book.

The Governing Body will review this Policy annually and consultation with all staff will take place as part of that process.

2. Aims of the Policy

    1. to ensure that all procedures associated with pay decisions shall be consistent with the principles of public life: objectivity, openness and accountability

    1. to ensure that all matters relating to staff salaries and conditions of service related to pay are dealt with fairly and consistently

    1. to ensure that due consideration is always given to matters relating to equal opportunities and equal pay when pay decisions are made

2.4 to ensure that all procedures associated with pay decisions will have due regard to all relevant legislation and statutory guidelines

2.5 to ensure that pay decisions are made with due regard to the quality of learning experienced by pupils at the School and with direct relevance to the School Improvement Plan

2.6 to relate performance management and performance pay to the pay policy and to ensure that the outcomes of performance management are used to inform pay decisions

    1. to relate the cost of pay to the management of the school budget

3. Basic Principles

The Governing Body:

3.1 recognises its responsibilities in relation to the stated aims of the Policy in particular it recognises its responsibilities as the `relevant body' for teachers' pay as defined in the STPCD, and its responsibilities in relation to the pay of support staff as detailed in the NJCCSLGS

3.2 recognises the relationship between pay decisions and the recruitment and retention of appropriate staff, and staff morale and effectiveness

3.3 recognises the sensitive nature of issues relating to the determination of pay and will endeavour to act with integrity, objectivity and honesty in ensuring that all decisions are reasonable and fair to all members of staff

3.4 will ensure that its policy and decisions on pay are in accordance with statutory guidelines and legislation, including the most recent STPCD and NJCCSLGS

3.5 accepts that where there is any inadvertent contradiction between this Policy

and the legislation or statutory guidance, the legislation and statutory guidance take precedence

3.6 recognises the relationship that must exist between this Policy and relevant legislation including: The Education Acts (Various); The Equal Pay Act 1970; The Race Relations Act 1976; The Sex Discrimination Act 1975; The Disability Discrimination Act 1995; The Employment Rights Act 1996; The Employment Relations Act 1999; The Employment Act 2002; The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000; The Employment Act 2002 (Dispute Resolution) Regulations; and The Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002

    1. will review this Policy annually and will consult with staff and appropriate trade unions as part of that process. Furthermore, consultation with staff and trade unions will take place whenever any change to this Policy is being considered by the Governors and relevant documents will be made available

3.8 will make a copy of this Policy available to every member of staff

3.9 recognises the need to have due regard to the Data Protection Act 1998, the School Confidentiality Policy, and the provisions of the Freedom of Information Act 2000

3.10 will take account of the School Improvement Plan when taking any pay decisions so that such decisions are related to school improvement

    1. will append to this Policy (at appendix 1) the current staffing structure along with any agreed proposals for restructuring along with the relevant implementation plan

    1. will delegate to the Pay Committee the power to make decisions about pay and in specific cases will delegate some discretion, in respect of the use of allowances and initial placement on pay scales, to appointees at the time of new appointments being made

    1. recognises the need to ensure, when setting the school's budget, that appropriate funding is allocated to cover the costs of pay, and to cover the potential cost of performance pay progression at all levels across the whole school workforce

    1. recognises that funding cannot be used as a criterion to determine progression along any pay spine, including UPS for teachers

    1. will delegate to the Appeals Committee the power to consider appeals against any pay decision

    1. will delegate to the Appointed Governors the task conducting the Headteacher's performance review

4. Structures and Procedures

4.1 The Pay Committee

      1. The Governing Body shall establish a Pay Committee as part of its committee structure

      1. The Pay Committee shall have fully delegated powers to consider and decide all matters relating to staff pay in accordance with the relevant legislation and guidance, and in accordance with relevant School policies

      1. The Pay Committee shall consist of Governors elected annually by a quorate meeting of the Full Governing Body, together with the Headteacher, or their representative, in an advisory capacity

      1. A quorum for the Pay Committee shall be a minimum of 3 Governors

(3 is as per legislation)

      1. If the Pay Committee loses a member or finds itself in difficulty over maintaining a quorum, the Full Body may appoint, at a quorate meeting, appropriate new members to the Pay Committee at any time of the year

      1. No person employed to work at the School, or anyone closely related to such a person, shall be eligible to serve on the Pay Committee other than the Headteacher in the capacity described above

      1. No Governor may serve on the Pay Committee and the Appeals Committee

      1. No Governor may serve on the Appeals Committee and the Appointed Governors

      1. The Pay Committee may invite other persons to serve in an advisory capacity should they deem it necessary to support the discharge of their responsibility in respect of certain tasks

      1. The Pay Committee shall be advised by the `Appointed Governors' when considering the Headteacher's pay and any prospective movement along the pay spine

      1. The Pay Committee shall communicate details of all processes relating to specific pay issues to all staff, in writing, in an appropriate manner, and communicate in writing all decisions relating to the pay of individual employees to those individuals privately and personally

4.2 The Role of the Pay Committee

The Pay Committee shall:

      1. Apply the School Pay Policy on behalf of the Governing Body and ensure compliance with statutory obligations in respect of pay and conditions of service related to pay

      1. Review the pay of all staff annually

      1. Ensure that job descriptions are provided for all staff

      1. Provide an Annual Pay Statement (appendix 2) for all staff based upon their situation on September 1st and issued before October 31st

      1. Provide an interim Pay Statement for any member of staff whose situation changes during the year

      1. Consider and make decisions relating to the levels of pay associated with specific posts, including both existing posts through the process of annual review and any new posts proposed by the Headteacher

      1. Receive recommendations from the Appointed Governors in respect of the Headteacher's performance pay review

      1. Receive recommendations from the Headteacher in respect of all other staff's performance pay reviews including Threshold Assessment

      1. Hear and consider any representations from staff regarding pay related decisions prior to a formal appeal

4.3 The Pay Committee and the Annual Pay Review

In conducting the Annual Pay Review the Pay Committee shall:

4.3.1 Publish the date of the Annual Pay Review meeting to all staff at least 10 working days before the meeting

      1. Inform all staff of the process to be followed by any employee wishing to make representations to the Annual Pay Review

4.3.3 Review the ISR and the pay ranges for other members of the Leadership Team

4.3.4 Communicate in writing decisions in respect of any representations considered in the Annual Pay Review to the employee making the representation

4.3.4 Inform the Finance Committee of any budgetary implications of the outcomes of the Annual Pay Review

4.4 Appeals

The arrangements for considering appeals shall be as follows:

      1. The Governors shall establish annually, at a quorate meeting of the Full Body, an Appeals Committee who are not on either the Pay Committee or the Appointed Governors. The quorum for the Appeals Committee shall be 3. The Appeals Committee has fully delegated powers to adjudicate appeals related to pay and conditions of service relating to pay

      1. Any employee may seek a review of any determination in relation to their pay or any other decision taken by the governing body, or a committee or individual acting with delegated authority, that affects their pay

4.4.3 The following list includes the usual reasons for seeking a review of a pay determination:

  1. incorrect application of any provision of any relevant policy or regulation, including statutory policies, regulations and guidance and any policies of the Governors

  2. failure to take account of relevant evidence

  3. taking account of irrelevant or inaccurate evidence

  4. bias

  5. discrimination

4.4.4 The order of proceedings shall be as follows:

  1. the employee receives written confirmation of the pay determination and where applicable the basis on which the decision was made

  1. if not satisfied, the employee seeks to resolve the matter informally with the decision-maker within 10 working days of the decision. If this is impractical the employee may move onto step c. below

  1. the employee should set down in writing the grounds for questioning the pay decision and send it to the person or committee who made the determination, within 10 working days of the notification of the decision being appealed against, or of the outcome of the discussion referred to in b. above

  1. the committee or person who made the determination should provide a hearing within10 working days of receipt of the written grounds for questioning the pay decision, to consider this submission, and to provide the employee with an opportunity to make representations in person. Following the hearing the employee should be informed in writing of the decision and the right to appeal

  1. the appeal shall follow the agreed appeals procedure outline at appendix 5

5. Use of Discretion's in Basic Pay Determination

5.1 General Principles - All Staff Pay

5.1.1 Pay will be determined in accordance with appropriate legislation, statutory guidance, and any nationally or locally agreed guidance; this includes starting salary points for new staff

5.1.2 Discretion will always be used in an open, fair, objective and transparent way

5.2 Teachers Pay

5.2.1 When placing a classroom teacher on the main scale the Governing Body may consider awarding an extra point or points on the scale in recognition of other relevant experience that would not attract mandatory experience points in the following circumstances:

    1. one point on the main scale for each year of service as a qualified teacher in an Academy, a City Technology College, a City College for the Technology of the Arts, or an independent school

    1. one point on the main scale for each year of service as a qualified teacher in an overseas school in the maintained sector of a country outside the European Economic Area or Switzerland

    1. one point on the main scale for each year of service teaching in further education including sixth form colleges

    1. one point on the main scale for each year of service teaching in higher education

    1. one point on the main scale for every three years spent outside teaching but working in a relevant area. This might include industrial or commercial training and experience with children and young people

5.2.2 When determining the pay of part time teachers the Governing Body will use the following mechanism, and provide the employee with a written statement detailing their working time obligations, including any non-contact time entitlements, their pay and the mechanism used to determine their pay. They will also be issued with a contract of employment by the employer

5.2.3 Subject to the provisions of statutory pay arrangements, the mechanism for determining the pay of part-time teachers shall be:

  1. placement on the pay spine shall be subject to the same discretion as for full-time teachers described in 5.2.1 above

  1. the rate of pay shall be based upon that which would be appropriate if the teacher were to be employed at the school on a full-time basis

  1. the amount of pay shall be proportional to the proportion of the school week that the governors deem the teacher to be employed as a school teacher (breaks between school sessions to be excluded). The details will be included in the Pay Statement produced by the Governors for the teacher

5.2.4 Teachers employed directly on a day-to-day basis shall be subject to the same discretion as for full time teachers described in 5.2.1 above

5.2.5 Teachers employed directly on a day-to-day basis shall be paid a daily rate based on the assumption that a full working year consists of 195 days; the daily rate therefore being 1/195th of the annual salary entitlement

5.2.6 Payment for periods of employment of less than one day shall be calculated pro-rata on an hourly rate based upon 1/195th of the annual salary entitlement divided by 5

5.2.7 Teachers employed on supply from supply agencies on a day-to-day basis shall be paid by the agency and the school shall pay the relevant fee to the agency and shall not pay the teacher directly

5.2.8 Teachers employed on supply from the Local Authority (LA) supply scheme shall be paid at the point determined by the LA in accordance with their pay policy for supply teachers employed under their scheme

5.3 Unqualified Teachers Pay

It will be the policy of the Governors to appoint appropriately qualified persons to all posts whenever possible

5.3.1 When placing an unqualified teacher on the pay scale the governing body will take account of any relevant qualifications and experience. Unqualified teachers may be appointed above the minimum in the following circumstances:

  1. Two points for a recognised overseas teaching qualification

  2. Two points for a recognised post-16 teaching qualification

  3. Two points for a recognised qualification relevant to their teaching area

  4. One point for every year's service as an overseas-trained teacher

  5. One point for every year's service teaching in further education including sixth form colleges

  6. One point for every year's service teaching in higher education

  7. One point for every three years spent outside teaching but working in a relevant area

5.3.2 The Governing Body will consider paying an unqualified teachers' allowance to an unqualified teacher when the Governing Body consider the basic salary to be inadequate having regard to:

  1. their qualification

  2. their experience

  3. their responsibilities

  4. recruitment and retention issues in the subject area

5.3.3 Unqualified teachers' allowance will be considered on an individual, case by case basis as posts arise and will be mentioned, if possible, in any advertising of the post. The Governing Body will make the decision as to whether the allowance will be available for use by the appointees, as will its value. The decision as to whether the allowance will be used at the time of appointment will be delegated to the appointer(s)

5.3.4 The value of an unqualified teachers' allowance may be the same as the value of:

  1. relevant TLR's in respect of allowances related to responsibilities

  2. relevant recruitment or retention allowances in respect of allowances related to issues of recruitment or retention

  3. one additional increment on the unqualified teachers' pay scale in respect of allowances related to qualifications and/or experience

5.4 Trainee Teachers Pay

5.4.1 Trainee teachers following one of the employment-based routes into teaching, e.g. GRTP, will be paid the greater sum of either:

  1. the rate specified by a particular scheme

  2. the starting point of the unqualified teachers' scale

5.5 Support Staff Pay

5.5.1 Support staff pay will be determined in accordance with locally agreed guidelines

6. Performance Pay (Teachers)

It should be noted that pay progression is not solely dependent upon the achievement of performance management objectives; overall performance is taken into account

6.1 Headteacher

6.1.1 The ISR for the Headteacher's salary will be determined and reviewed by the Pay Committee in accordance with the guidance in the STP&CD

6.1.2 Movement along the leadership spine within the ISR will be determined by an annual performance review, conducted in accordance with the relevant guidance, which measures performance against agreed performance objectives

6.1.3 The headteacher will be expected to fulfil the professional duties defined in the STP&CD and demonstrate sustained high quality of performance with particular regard to leadership, management and pupil progress at the school

6.1.4 The clarification of the application of the criteria for Leadership Group progression will be taken fully into account

      1. The Appointed Governors will consider recommending movement of the Headteacher's salary point along the Leadership Spine within the ISR by up to two points when the Headteacher's performance is judged to be outstanding

      1. In keeping the ISR under review the Pay Committee will be aware of the need for potential increases in the Headteacher's pay supported by outstanding performance

      1. If, through Restructuring, the ISR is reduced, safeguarding will apply to the salary in accordance with statutory guidelines

6.2 Deputy Headteachers and Assistant Headteachers

      1. The pay range for the Deputy and Assistant Headteachers' salaries will be determined and kept under review by the Pay Committee in accordance with the guidance in the STP&CD

      1. Movement along the Leadership Spine within the pay range will be determined by an annual performance review, conducted in accordance with the relevant guidance, which measures performance against agreed performance objectives

      1. Deputies and Assistant Heads will be expected to fulfil the professional duties defined in the STP&CD and demonstrate sustained high quality of performance with particular regard to leadership, management and pupil progress at the school

      1. The clarification of the application of the criteria for Leadership Group progression will be taken fully into account

      1. The Governors will consider movement along the Leadership Spine within the pay range by up to two points when the performance of a Deputy or Assistant Headteacher is judged to be outstanding

      1. In keeping the pay range under review the Pay Committee will be aware of the need for potential increases in pay supported by outstanding performance

      1. If, through Restructuring, the pay range is reduced, safeguarding will apply to the salary in accordance with statutory guidelines

6.3 Advanced Skills Teachers (ASTs)

      1. Governors will keep the situation in respect of appointing ASTs under review annually, and will only create and maintain AST posts if it is believed that the post(s) will have a positive impact on standards in the school

      1. The pay range for ASTs on the relevant pay scale will be determined and kept under review by the Pay Committee in the light of relevant national and local guidance

      1. ASTs will be appointed and maintained in collaboration with the LA and procedures and conditions of service, including pay, will follow relevant local and national guidelines including STP&CD

      1. ASTs will be expected to fulfil the professional duties defined in the STP&CD

      1. ASTs will be expected to demonstrate sustained high quality of performance in the light of their agreed performance criteria and will be subject to a review of performance against agreed performance objectives before any performance points will be awarded. Any work undertaken outside the school as part of their AST commitments will be taken into account during performance review

      1. The clarification of the application of the criteria for AST progression will be taken into account

      1. The Governing Body will consider movement by more than one point along the pay spine within the ISR when the performance of the AST is judged to be outstanding

      1. In keeping the AST ISR under review the Pay Committee will be aware of the need to maintain headroom for potential increases in pay supported by outstanding performance

      1. If, through Restructuring, the pay range is reduced, safeguarding will apply to the salary in accordance with statutory guidelines

6.4 Excellent Teacher (ETs)

      1. Governors will keep the situation in respect of appointing ETs under review annually and will only create and maintain ET posts if they believe that the post(s) will have a positive impact on standards in the school

      1. ETs will be entitled to the pay and conditions defined in the STP&CD and will be expected to fulfil the professional duties defined therein

      1. ETs will be expected to demonstrate sustained high quality of performance in the light of their agreed performance criteria

6.5 Threshold Assessment

6.5.1 Teachers on the main scale are responsible for making their own application for Threshold Assessment

      1. Teachers considering Threshold Assessment may seek advice and support from their Performance Management Team Leader and/or from the relevant Senior Leader

      1. Assessment of Threshold Applications will be made by the Headteacher and outcomes reported for information to the Pay Committee

      1. Applications for Threshold Assessment may be made by any teacher on M6 during the year they attain that point on the pay scale or in any subsequent year. The application should be submitted to the Headteacher by 31 August of the year of application, at the latest, and if successful the application would lead to U1 salary payment from 01.09 of the following school year

      1. Back-dated pay would be available should there be any delay in processing a Threshold Application

6.6 Post Threshold Teachers (Upper Pay Spine - UPS)

6.6.1 Teachers are not required to apply for movement on the upper pay spine and the Governors will automatically consider the pay point of all teachers on UPS after two years on either U1 or U2

6.6.2 Progression on UPS will be based upon two successful consecutive annual performance management reviews, other than in exceptional circumstances

      1. Governors will consider movement along UPS more frequently than at two year intervals if a teacher is judged to be providing outstanding performance

      1. The clarification of the application of criteria for UPS progression, relating to the new standards for teachers, will be taken fully into account once available

6.7 Classroom Teachers on the Main Scale (MS)

      1. Main Scale teachers will receive an annual one-point increase in pay on the MS subject to satisfactory performance

      1. Where certain teachers, e.g. NQTs, are not subject to Performance Management per se, the pay decision will be based upon the successful completion of their year.

      1. The normal situation will be that MS teachers move up the MS one point every year from M1 to M6 subject to Performance Management

      1. Where MS teachers are providing outstanding performance in every respect they may gain two points on MS in one year. Outstanding performance will be judged by the Team Leader, and ratified by the Headteacher, against all the relevant professional standards and the performance objectives for the year, and particular attention will be paid to impact on improving standards of learning as evidenced by pupil performance

      1. Where MS teachers are subject to formal capability proceedings they will not normally receive an extra point for that year

      1. Details of the Performance Management process are to be found in the Performance Management Policy at appendix 3

6.8 The 26-Week Rule

      1. Teachers must have completed an aggregated minimum of 26 weeks employment, as defined in STP&CD, during the school year in order to be entitled to performance related pay increases including movements along the Main Scale, Upper Pay Spine and Leadership Spine. Teachers not having completed an aggregated minimum of 26 weeks employment during the school year, under the terms of the STP&CD, will be deemed not to have completed a `year of employment'.

NB. Under the terms of the STP&CD `employment' includes: maternity leave; absence through illness or injury; and holiday periods

7. Performance Pay (Support Staff)

7.1 General

      1. Governors will implement performance management systems for support staff as soon as agreed systems are available, and relate them to pay progression

      1. Support staff pay ranges will be determined by the Pay Committee when posts are created and movement along pay spines will be in accordance with local guidance

      1. Governors will recognise the importance of equal pay issues in relation to pay decisions affecting support staff and pay particular attention to relevant agreements and legislation

8. Discretionary Allowances and Payments (Teachers)

8.1 General

      1. Discretionary allowances and payments will be given for specific, significant additional responsibilities targeted on teaching and learning beyond those expected of the classroom teacher

      1. Consideration of job weighting will be taken into account when posts are created with associated allowances, or payments, so that similar levels of responsibility are rewarded with similar levels of payment

      1. When any allowance is advertised it will be accompanied by a job description and a person specification

      1. When any allowance is awarded the recipient will be provided with a written notification specifying: what the allowance is for; the level of the allowance; the starting date and duration of the allowance

      1. Governors will keep the staffing structure, including the allowance structure, under review and conduct Restructuring consultations, in line with national guidance, at least every three years

8.2 Management Allowances (MAs) (NB Ceased to exist from 01.01.06)

      1. MAs will exist as protected sums in line with national guidance and details of safeguarding appears in the Restructuring Plan (appendix 1)

8.2.2 MAs will be associated with a clearly defined job description

8.2.3 MAs will be shown in the Restructuring Plan (appendix 1) until such time as all safeguarding of the cash equivalent of former MAs ceases in the school

      1. MA post-holders will be expected to work to their MA job descriptions, or other agreed job descriptions until such time as the protected sum ceases to be maintained or the MA is superseded by another form of responsibility payment which will have its own associated job description

      1. MA post-holders will be expected to include one performance target relating to their MA responsibilities in their annual performance objectives

8.3 Teaching and Learning Responsibilities (TLR's)

      1. TLR's will be created in line with national guidance

      1. Current/proposed TLR's are defined in the appended staffing structure (appendix 1)

      1. The timing of the introduction of TLR's is defined in the appended Implementation Plan section of the Restructuring Plan (appendix 1)

      1. The value of TLR's is defined in the appended Restructuring Plan (appendix 1)

8.4 Fast Track Teachers

      1. The Governors will keep the matter of Fast Track teachers under review

      1. If Governors decide to appoint Fast Track teachers the process will be conducted in accordance with national and local guidelines and they will be expected to meet the specific professional standards and performance criteria defined by the scheme

      1. Fast Track teachers will be subject to the same Performance Management procedures as all other MS and UPS teachers

      1. Fast Track teachers will be expected to include in their performance management objectives specific targets relating to impact on pupil performance

      1. Fast Track teachers may be paid an additional annual allowance equal to any sum that might be provided by the DfES to support each teacher on the Fast Track scheme. If no such funding is provided, the salary of a Fast Track teacher may be enhanced by: double increments on main scale; annual movement on Upper Pay Spine; the use of a Retention Allowance; subject to the policies relevant to each of these mechanisms

      1. The policy in respect of Fast Track teachers will be applied equally to both externally and internally appointed staff

8.5 Special Educational Needs Allowances (SENA)

      1. The Governors will keep the matter of SENAs under review

9. Discretionary Allowances and Payments (Support Staff)

9.1 General

      1. Governors will consider potential allowances and discretionary payments to support staff during the annual pay review and during Restructuring reviews

10. Other Payments (Teachers)

When considering any form of payments to teachers the Governors will always consider the possibility making such payments part of superannuable pay even when STPCD does not legislate for it

10.1 Continuing Professional Development (CPD)

      1. Teachers, including the Headteacher, who undertake specific, previously agreed, CPD wholly outside normal school times may be entitled to an additional payment if such timing of the CPD is in the interests of the school, for example by avoiding disruption of teaching and learning

10.2 Initial Teacher Training (ITT) Activities (these are alternative versions of 10.2.1)

10.2.1 Teachers, including the Headteacher, who undertake the role of ITT Subject Mentor may be paid an allowance. The method for doing this will be according to the agreed school policy.

10.2.2 Income gained from ITT activities may be used to pay for cover to release Subject Mentors from some other time commitment so that they might discharge their mentoring duties

10.2.3 Income gained from ITT activities may be distributed to departmental budgets according to their level of involvement

10.2.4 Income gained from ITT activities may be used to support the salary of the School Mentor and to provide remission from some other timetabled commitments for the post-holder

10.3 Out of School Learning Activities

10.3.1 Teachers, including the Headteacher, who volunteer to provide or lead or manage specific previously agreed out of normal school hours learning activities which are aimed at improving standards, and/or which address the Extended Schools core offer, and/or which address demands from Children's Centres, and whose job description and salary range does not take account of such activities, may be entitled to additional payment, details of which should be fully documented.

      1. Activities which attract these payments may include: breakfast clubs, homework clubs, holiday schools including sports based activities, revision clubs, and clubs linked to specific curriculum areas, the arts, hobbies, science, technology and ICT, community events, parenting and adult learning opportunities, community access to the school, child care and Children's Centre activities

      1. These activities must take place outside the 1265 hours of directed time for teachers in order to attract additional payment and take place outside the normal working time expectations of teachers on the Leadership Spine including deputy and assistant Headteachers

10.4 Recruitment and Retention Incentives and Benefits (Allowances)

      1. The Governors may pay Recruitment Allowances, on the recommendation of the Headteacher, to teachers, including unqualified teachers, appointed to posts which prove difficult to fill with high quality candidates

      1. Recruitment Allowances shall be a fixed cash value defined by the agreed school scheme:

      1. Recruitment Allowances will operate for three years from the point of appointment

      1. Retention Allowances will be paid to teachers, including unqualified teachers, under the following circumstances:

  1. to retain outstanding teachers

  2. to retain the commitment of a teacher to a particularly valuable activity which cannot be rewarded otherwise (e.g. through a TLR)

      1. Retention Allowances shall be a fixed cash sum defined by the agreed school scheme:

      1. The value of these allowances will be reviewed in the Annual Pay Review

      1. Other benefits may be offered, at the discretion of the Full Governing Body, for recruitment purposes, such as: relocation expenses; accommodation allowance; temporary travel allowances

11. Other Payments (Support Staff)

When considering `other payments' to support staff Governors will always consider the possibility of making such payments part of superannuable pay

11.1 General

      1. Support staff who do specific previously agreed work outside their normal contract may be paid an additional amount over and above their normal salary or offered time off in lieu

      1. The previously agreed additional work, if an additional salary is attracted, may be paid as overtime, and the hourly rate will comply with local agreements

      1. Where overtime arrangements are inappropriate, a flat rate will be agreed by the Pay Committee and offered to the staff for particular activities

      1. Where additional work cannot be suitably rewarded by the payment methods referred to above, the Pay Committee may consider honoraria for support staff

12. Travelling and Subsistence Allowances (All Staff)

12.1 General

      1. All employees shall be entitled to travelling and/or subsistence allowances according to the appropriate locally agreed scheme

      1. Copies of the current agreed local schemes are attached at appendix 4

13. Work Life Balance

13.1 General

13.1.1 Governors have a Work Life Balance Policy for the School

      1. Governors recognise the links between their Pay Policy, their Performance Management Policy, and the work-life balance of their employees and attempt to support the Work Life Balance Policy through elements of both these other policies

      1. Governors support the LA's approach to flexible working and will support where possible: job sharing schemes; compressed working week; `v' time; term-time only working; annualised hours; and phased returns to work

      1. Governors will provide as much information as is reasonably possible about posts, associated responsibilities, performance expectations, and person specifications so that all staff are clearly aware of what they are expected to do

      1. Governors will provide detailed information to all staff about Performance Management schemes so that all staff know what to expect in terms of performance review and objective setting and how the process of judging their performance might influence pay decisions

      1. Governors will consult with all staff annually about the Performance Management and Pay Policies, and conduct a Pay Review every year, and will consult similarly whenever a Restructuring review is undertaken

14 Recruitment and Appointments

Recruitment and appointments will be subject to a separate policy

      1. Governors may delegate to the Headteacher responsibility for advertising all posts below the level of the leadership group

      1. Governors will delegate to the Headteacher responsibility for all appointments below the level Leadership Group

15 The National Agreement (Raising Standards Tackling Workload)

15.1 Rationalising Responsibilities

      1. Governors welcome the intention of the National Agreement to focus the efforts of teachers on teaching and learning and to develop support staff both to support learning and to deliver the wide range of other services required by the School

      1. Governors will take careful account of the National Agreement when considering the job descriptions of existing posts, any new appointments, reviews of staffing structures (Restructuring), and will expect to review the deployment of the staffing budget in the light of the implications of the National Agreement, especially in terms of the development of support staff

15.2 Pay and Responsibilities of Support Staff

15.2.1 Governors will adopt locally agreed guidelines on the assimilation of support staff to any new pay and responsibility structure, including those arising from the processes of workforce remodelling

15.2.2 Governors will expect full consultation with staff to take place during any assimilation process

16. Temporary Allowances and Payments including Temporary Contracts

16.1 General

      1. Any member of staff required to `act up' as a consequence of their job description, or volunteering to act up, due to the absence, for whatever reason, of a colleague for a period in excess of four weeks will receive appropriate remuneration, incorporating the full value of the relevant TLR and once implemented the acting up allowance will be back-dated to the first day of the temporary appointment

      1. Although temporary TLR's are not allowed under the relevant legislation Governors will appoint teachers to undertake existing TLR responsibilities on a temporary basis in the absence of the substantive post holder and pay them accordingly

      1. Temporary contracts will be established where they provide a specific benefit to the school e.g. to utilise specific time-limited funding or to fill a temporary vacancy. Governors recognise that relevant employment legislation must be followed in respect of the employment rights of employees engaged on temporary contracts and it will be the policy of the Governors to point out both the length of temporary contracts and employment rights associated with them when advertising and appointing staff to such posts

17. Secondments

17.1 General

17.1.1 Applications for secondment will be received by the Governing Body and all relevant information will be taken into account to inform their decision whether or not the application is granted, and if granted what the pay arrangements would be

17.1.2 Applicants would have the right of appeal to the Appeals Committee under the terms of para. 4.4.3 of this policy if the decision of the Pay Committee did not satisfy them

Provisionally adopted on: ______________________ (Date)

To be reviewed on: ____________________________ (Date)

Signed: _____________________________________ (Chairperson of Governors)

4