www.southwark.gov.uk School Teachers’ Pay and Conditions Document 2014 The interim School Teachers’ Pay and Conditions Document (STPCD) 2014 and accompanying Departmental advice – can be found in https://www.gov.uk/government/publications/interi m-school-teachers-pay-and-conditions-2014 and https://www.gov.uk/government/publications/review ing-and-revising-school-teachers-pay .
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Www.southwark.gov.uk School Teachers’ Pay and Conditions Document 2014 The interim School Teachers’ Pay and Conditions Document (STPCD) 2014 and accompanying.
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www.southwark.gov.uk
School Teachers’ Pay and Conditions Document 2014
The interim School Teachers’ Pay and Conditions Document (STPCD) 2014 and accompanying Departmental advice – can be found in https://www.gov.uk/government/publications/interim-school-teachers-pay-and-conditions-2014
and https://www.gov.uk/government/publications/reviewing-
and-revising-school-teachers-pay .
www.southwark.gov.uk
Summary of Changes
The main changes to the Document for September 2014 – subject to the outcome of final consultation - are as follows:– Revised framework for setting pay for leadership
positions after 1 September 2014.– Simplified leadership pay arrangements – removal
of specified pay points.– Removal of prescribed differentials between
allowances; existing requirement for pay differentials between roles also removed
– Removal of the list of 21 administrative / clerical tasks.– Removal of the non-statutory Section 4 guidance.– Section 3 is now significantly shorter than the 2013
version and only contains guidance that it is essential to retain in statutory form.
– A number of revisions to reflect necessary updates which have arisen since the last STPCD was published, in September 2013. i.e. “tidying up”
Changes to the determination of leadership group pay under this Document should only be applied to individuals appointed to a leadership post on or after 1st September 2014, or whose responsibilities have significantly changed.
The relevant body must ensure that the process of determining the remuneration of the head teacher is fair and transparent. There should be a proper record made of the reasoning behind the determination of the individual school range and any discretionary payments made to the head teacher.
• No requirement for immediate change• Pay progression for 2014 based on 2013 STP&CD• New rules for 2015 in the 2014 STP&CD• Greater flexibility on salary progression (or no
progression)• Possible differentiation of expectations with
If GB determines a review•Pupil numbers remain basis of calculation based on single or multiple schools•GB can then take account of:– school context /challenge– complexity of the role– accountability– recruitment and retention– benchmarking data
Schools may also choose to review the pay of all of their leadership posts under the new arrangements if they determine that this is required to maintain consistency with pay arrangements for new appointments to the leadership team made on or after 1 September 2014.
If GB determines a review - Similar arrangements as for H/T - Need to avoid double counting of responsibilities - Benchmarking data? - Restrictions on differentials removed (e.g. comparison against highest paid classroom teacher - Impact of wider H/T role e.g. split site Exec H/T etc.
The relevant body must consider annually whether or not to increase the salary of members of the leadership group (namely headteachers, assistant headteachers and deputy headteachers) who have completed a year of employment since the previous pay determination and, if so, to what salary within the relevant pay range.
The decision whether or not to award pay progression must be related to the individual’s performance, as assessed through the school or authority’s appraisal arrangements in accordance with the 2102 regulations in England
a recommendation on pay must be made in writing as part of the individual’s appraisal report, and the relevant body must have regard to this recommendation;pay decisions must be clearly attributable to the performance of the individual
sustained high quality of performance having regard to the results of the most recent appraisal carried out in accordance with the 2012 regulations or the objectives agreed or set should give the individual an expectation of progression up the pay range
The relevant body should ensure that it reviews the performance of members of the leadership group, having regard to the criteria for leadership group progression, any recommendation on pay progression recorded in the teacher’s most recent appraisal report and any considerations set out in the relevant body's own pay policy
Having decided to award a TLR, the relevant body must determine whether to award a first TLR (“TLR1”) or a second TLR (“TLR2”) and its value, in accordance with their pay policy, provided that- (a) the annual value of a TLR1 must be no less than £7,397 and no greater than £12,517; (b) the annual value of a TLR2 must be no less than £2,561 and no greater than £6,259