Teachers’ Pay 2013 Note: this presentation is based on the DRAFT 2013 Teachers’ Pay & Conditions Document.

Teachers’ Pay 2013

Note: this presentation is based on the

DRAFT 2013 Teachers’ Pay & Conditions Document

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Overview

• First stage of reform

• National framework within which:o Schools have greater autonomyo “Headteachers manage staff and resources”o “Governing Bodies hold leaders to account for

managing and rewarding performance in the interests of pupils”

• Much simplified STPCD - more complex Pay Policy !

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Pay Decisions

• New Pay Ranges wef 1 Sept 2013• But Sept 2013 pay decisions based on 2012 TPCD

• Review pay annuallyo wef 1 Septembero notify staff within one month

• Pay must be “permanent for as long as the teacher remains employed within the same school”• No rules on starting salaries

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Pay Progression• End to automatic progression on Main, Upper &

Unqualified Ranges• Pay Ranges have minimum and maximum amounts

only• Pay Policy to set out how progression will be

determined• “decision to increase or not….must be related to the

teacher’s performance as assessed through [PM]”• DfE say: “Differentiated progression between minimum

and maximum amounts according to performance”• “Continued good performance over a number of years

must give reasonable prospect of reaching maximum”

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Upper Pay Range

• Any qualified teacher may apply to be paid on the Upper Pay Rangeo at any time from 1 Sept 2013 o paid any amount on Upper Pay Range if successful

• Old process can still be used until 31/10/13

• Application successful if:o “the teacher is highly competent in all elements of the

relevant standards”o “the teacher’s achievements and contribution

to the school are substantial and sustained”

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Lead Practitioners

• AST and ET posts discontinued Sept 2013o Salary Protection

• New “Lead Practitioner” Sept 2013• Leadership role - “Modeling and leading improvement of

teaching skills”o “should advertise as other roles” – assimilate existing

ASTs?o Can do outreacho School set Individual Range within Pay Range:

£37,461- £56,950 (⸗leadership)o Increases related to performance

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TLRs

• No change to TLR1 and TLR2

• New TLR3s - Fixed-termo £500 - £2,500o “Clearly time-limited school improvement projects or

one-off externally driven responsibilities”o Fix duration at start, pay monthlyo Limit on fixed-term length ?o Non-safeguardedo Focus on T&L as other TLRs

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Other issues

• Removal of limits on R&R payments - but with regular formal review

• No change to Leadership

• No change to SEN Allowances

• Appropriate use of discretionary payments

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Issues for Pay Policy

Criteria for progression on Main, UQ and Upper Pay Ranges given:•PM will provide the evidence

•One set of Teaching Standards for all

•Defining ‘good’ performance for continued progression (overall not just observations)

•Defining ‘highly competent’ and ‘substantial and sustained’ for access to Upper Pay Range

• Managing expectations of teachers who can apply at any time

Value of performance pay progression given:•No pay scales

•Expectation of differentiated reward

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Issues for Pay PolicyWho will make the decisions ?• Will reviewers make pay recommendations ?

• Role of Governors ?

• Ratify ? Record ? Monitor Challenge

• Upper Pay Range – HT ‘advises’ rather than ‘determines’

OFSTED will inspect

• How pay decisions are made

• How budget is used to differentiate between high & low performers – and that low performance is being addressed

• Correlation between overall quality of teaching, pupil outcomes and numbers on various pay levels

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The MODEL Pay PolicyApproach•Middle ground

– minimise disputes– financially manageable

•Compliance with letter and spirit of TPCD (and OFSTED expectations)

•Consistency across schools

– generally preferred approach– with scope for individual variation– some decisions must be made at school level

•Union position

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The MODEL Pay PolicyRoles & Responsibilities•Headteacher determine starting salaries below leadership?•Headteacher/PM reviewer make pay recommendations?•GB ratify all pay progression decisions, including Upper Pay Range applications?

Timescales•PM cycle•GB/Pay Committee meetings•Administrative processes (Payroll)

Starting salaries•No requirement to match – but consider current salary•Advertising

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The MODEL Pay PolicyRigorous PM – overall performance

Pay progression•All employees get inflationary increases•Assumption that teachers improve their professional performance through their careers

– Good performance = progression as now– Other amounts for moderate/exceptional performance ?

No progression does not mean capability, but….•Support those who do not improve year on year•Monitoring/capability for those falling below minimum required standards

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The MODEL Pay PolicyUpper Pay Range•Restricted application through demonstration of sustained competence over 3 year period (1 at current school?)•Timing of applications•Criteria

– Focus on contribution to wider school– Increasingly outstanding teaching (overall)

TLR3s•Head to decide ?•Expression of interest and professional dialogue ?

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The MODEL Pay Policy

Lead Practitioners (ASTs)

Discretionary Payments•GBs to amend as appropriate

Adopting a Policy•GB to determine their preferred model•Consult staff – on that model•Consider feedback on issues raised•Amend Policy if appropriate•Adopt before 1 September 2013