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 To inform Heads/Deputies about the significant changes to Schools Teachers Pay and Conditions  To support Schools in planning these changes.

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Presentation on theme: " To inform Heads/Deputies about the significant changes to Schools Teachers Pay and Conditions  To support Schools in planning these changes."— Presentation transcript:


2  To inform Heads/Deputies about the significant changes to Schools Teachers Pay and Conditions  To support Schools in planning these changes

3  Key changes in 2013 and 2014  What Schools need to do  Any questions

4  Headteachers, Deputy Headteachers and Assistant Headteachers  TLR1 and TLR2 allowances  SEN allowances  Safeguarding of salary

5  Removal of fixed pay points for classroom teacher pay grades  Performance related pay progression for all teachers  Temporary TLR (TLR3)  New criteria and local process for decision on UPS  New leading practitioner (LP) grade  Removal of AST & ET grades  No automatic “portability” between schools of pay grade or salary point  Removal of three year limit on recruitment and retention allowances

6  Four pay grades  Main Pay Scale Range  Upper Pay Scale Range  Leading Practitioner  Unqualified  Maximum and minimum – no specific points  Effective from September 2013  Any progression from September 2013 is based on 2012 document

7 Pay RangeMinimumMaximum Main Pay Scale£21,804£31,868 Upper Pay Scale£34,523£37,124 Leading Practitioner£37,863£57,520 Unqualified£15,976£25,267

8 “A post whose primary purpose is to model and lead improvement of teaching skills”  Specific post in school staffing structure  Paid on an individual post range within the new Leading Practitioner pay range  Different teachers in the same school may be placed on different individual ranges  Range overlaps with the Leadership range (up to L18)  No national assessment for the role  Expect national teacher standards to be used for local assessment

9 Headteacher Deputy Head(s) Assistant Head(s) Leading Practitioner(s) Classroom Teachers Main/Upper/Unqualified pay ranges TLR’s;SEN

10  Any qualified teacher may apply to be paid on the upper pay range  An application from a qualified teacher will be successful where:  The teacher is highly competent in all elements of the relevant standards and  The teachers achievements and contribution to the school are substantial and sustained  The pay policy should set out the process for assessing applicants  Current post-threshold application process valid up to 31 st October (round 13)

11  Schools may pay on UPR:  Newly appointed teachers who meet the 2012 definition of ‘post threshold teacher’ and  Teachers who were on UPR in another school  Schools must pay UPR on:  Teachers who are already on UPR in the school,  Existing teachers who are successful in their threshold application under the 2012 STPCD,  Teachers who were previously employed in the school on the leadership spine or as AST or ET,

12  TLR1 and TLR2 unchanged (2013 Rates)  TLR 1 = £7,397 - £12,517  TLR2 = £2,561 - £6,259  Permanent associated with the post  New temporary TLR 3 (from Sept 2013)  For clearly time-limited school improvement projects, or one-off externally driven responsibilities  Annual value £505-£2,525  Fixed term must be established at the outset

13  The 3 year limit has been replaced by a requirement for relevant bodies to conduct a ‘regular formal review’

14  Pay increase awarded on the main upper pay range is permanent only while the teacher remains employed at the school  Pay policies should set out how salary will be determined on appointment after 1 st September 2013

15  Annual consideration of whether or not to increase the salary of each teacher and by how much  Decision must be related to the teacher’s performance, as assessed through the school’s appraisal arrangements  Recommendation on pay must be made in writing as part of the teachers appraisal report, and the governing body must have regard to this recommendation in making their decision.

16  Increases may be differentiated, with the amount of any increase attributable to the performance of the individual teacher.  Continued good performance over a number of years should give a classroom teacher a reasonable expectation or progressing to the top of the pay range  The school’s pay policy must set out clearly how pay increases will be determined

17 School governing bodies must:  Adopt a policy that sets out:  The basis on which teachers’ pay is determined; and the date by which the teachers’ annual pay review will take place  Establish procedures for addressing teachers’ grievances in relation to their pay in accordance with the Acas Code of Practice and set out in the schools pay policy

18  Revise school pay and appraisal policies to include:  Mechanisms and criteria for performance related pay ready for Sept 2014  Determination of salary on appointment  Consider whether to create Leading Practitioner post from Sept 2013  Consider use of TLR3s

19  Carry out appraisal reviews for teachers against targets set last autumn  Make and approve pay recommendations in line with current appraisal policy.  Set targets which will allow objective assessment for performance related pay in 2014  Governing bodies – determine what provision should be made in the school’s budget for discretionary pay increases in 2014  For any newly appointed teacher determine a statutory salary in accordance with the schools pay policy

20  Carry out appraisal reviews and make and approve performance related pay recommendation in accordance with the schools pay policy


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