1. STRB’s 23rd Report Key Recommendations

2. Leadership Pay Framework A simple three-stage process to guide governing bodies in setting pay for heads and wider leadership group, taking account of challenge of the role. Relevant allowances to be subsumed into the pay setting arrangements for base pay. The removal of unnecessary rigidities in form of spine points and differentials. Pay progression that better reflects individual performance for the leadership group.

3. LEADERSHIP - Headteacher 2013 43 leadership points 8 school group sizes Points per pupil 7 point range Limit to point 4 of ISR on appointment 2014 No set points 8 school group sizes Points per pupil No specified range No limit to starting salary within set range

4. LEADERSHIP - Headteacher 2013 Maximum pay must not exceed max of group size Allowed to pay up to 25% above leadership point as a discretionary payment 2014 Allowed to pay up to 25% above group range Uplift now consolidated rather than discretionary

5. Deputy and Assistant Head Pay 2013 5 point pay range Max of D/H pay range must be less than min of H/T range 2014 Pay range but no set points D/H pay must not exceed max of group size – can overlap H/T range in exceptional circumstances

6. Allowances The existing broad framework of TLR payments be retained, with removal of the current provisions relating to differential levels of TLR payments within schools. The SEN allowance be retained unchanged. The Unqualified teachers’ allowance, Acting allowance and Performance payments to seconded teachers and payments for Residential duties and Additional payments be retained.

7. Allowances cont’d Recruitment and retention benefits and incentives be retained as a separate allowance for teachers, but be limited to housing/ relocation allowances for head teachers and other members of the leadership group where pay has been set under the new arrangements. A discretionary payment may only be made to head teachers for additional responsibilities undertaken on a temporary or irregular basis. The Department consider simplification of the presentation of allowances in a revised STPCD.

8. Safeguarding The existing safeguarding provisions represent a sensible and proportionate approach and we therefore recommend their retention. Recommendation that the Department should bring together the current safeguarding provisions into one simplified section of the STPCD.

9. Non-pay conditions The core provisions in section 2 of the STPCD on the principles of working time, PPA time and ‘rarely cover’ should remain. The list of 21 administrative and clerical tasks at Annex 3 to Section 2 be removed from the STPCD. (Teachers remain contractually exempt from such tasks without the detail being specified). Removal of the Section 4 guidance from the STPCD. The existing statements of professional responsibilities for teachers be retained.

10. Pension Employer Contribution Rates Teachers Pension Employer contribution rates for Teachers’ pensions will remain at 14.1% until September 2015 when they will increase to 16.4%. LGPS - Support Staff The following employer contribution rates have been confirmed for the next 3 financial years: 2014 – 15 17.7% 2015 – 16 18.2% 2016 - 17 18.7%

11. Pay Awards Teachers We are awaiting the publication of the STRB’s 24th Report which is due in May 2014 for confirmation of the Teachers Pay Award. The report is expected to confirm a 1% pay award. Support Staff The National Employers have made the following final pay award offer to the unions: £580 on pay point 5 with effect from 1 April 2014 £550 on pay point 6 with effect from 1 April 2014 £400 on pay point 7 with effect from 1 April 2014 £275 on pay point 8 with effect from 1 April 2014 £200 on pay point 9 with effect from 1 April 2014 £175 on pay point 10 with effect from 1 April 2014 1.0% on pay points 11 and above with effect from 1 April 2014

12. TUPE and Pensions – Reminder Pension implications must be considered when contracting out work which will involve the transfer of staff under TUPE Essentially if staff are a member of the LGPS any company that they may be transferred to under TUPE will have to either: a.Apply for admitted body status of the LGPS in order that the transferred staff can remain in the LGPS; OR b.Provide a broadly similar pension scheme that has been accredited by the Government Actuary Department. Potential claim for loss if post-transfer pension provisions provide inferior benefits Admitted body status process

13. Keeping children safe in education Published April 2014 Pre-appointment checks – Identity – Enhanced DBS check with barred list check – Check no prohibition order – Verify mental and physical fitness – Right to work in the UK – Verify professional qualifications – Further checks if the candidate has lived or worked outside the UK Handling allegations

14. Keeping children safe in education New requirement to record prohibition check on central register – from 2 nd September 2013 Must see the DBS certificate – ask ALL new starters to bring certificate in and record on register. One panel member must still have undertaken a course on safer recruitment – from September 14 no longer approved by secretary of state

15. Keeping children safe in education All staff, existing and newly appointed, must read at least part one of Keeping Children safe in Education. The full document and Part one as a stand- alone document are available at: https://www.gov.uk/government/publications /keeping-children-safe-in-education https://www.gov.uk/government/publications /keeping-children-safe-in-education

16. Keeping children safe in education As a result of the new guidance the model recruitment policy has been revised and is now available at: http://wsh.wokingham.gov.uk/leadership/policies/recruitmen t-policy/ http://wsh.wokingham.gov.uk/leadership/policies/recruitmen t-policy/ Note new reference forms – follow up with health questions New application forms – capability question for teachers DBS guidance confirms position re the update service

17. The Children and Families Act 2014 The Act introduces a number of measures relevant to employers including: The extension to all employees of the right to request flexible working (which is due to come into force on 30 June 2014); The removal of the statutory procedure for considering flexible working requests and the introduction of a requirement for employers to deal with requests in a reasonable manner (from 30 June 2014); Shared parental leave and pay (expected to apply in relation to babies born, or matched for adoption, on or after 5 April 2015); The right for prospective fathers, and partners of pregnant women, to take time off to attend two antenatal appointments (expected to apply from 1 October 2014);