Leadership Conference Changes to Teachers Pay 2013 Thursday 6th June 2013

BRINGING IT ALL TOGETHER ! Let’s look at a scenario in the near future and in a school not very far from here The school has adopted a pay policy following a process of review, consultation, consideration and then decision making The pay policy is very clear about how the school will make decisions on pay and who will make them The pay policy links to and references the appraisal policy The appraisal policy is clear about the way in which a teachers performance will be measured against objectives, teacher standards and any other factor the school determines, also what success looks like and what development will be provided The appraisal policy has an appendix which provides a framework for judging a teachers overall performance at different stages of a career cycle All this allows the school to clearly set out at the start of the annual appraisal process what a teacher has to do in order to gain salary progression at the end of the year

Timescale Ideally everything would be in place to launch from Sept 1st 2013 Practically that is unlikely to happen so suggest the following approach: SUMMER TERM 2013 Head discusses with GB or CoG requirement to review & revise pay and appraisal policies Head, along with SLT, starts work on the review of policies Teachers made aware of the changes being introduced Pay Determinations for 2012/13 made in accordance with current provisions

Timescale AUTUMN TERM 2013 Head provides GB with draft policies to seek GB approval to start consultation with staff and trade unions Consultation with staff and trade unions, following which the GB formally adopt new policies New policy implemented in school Teachers made aware of the changes being introduced and that once policy adopted it will determine how pay decisions will be made at the end of the 2013/14 year

SPRING AND SUMMER TERMS 2014 Timescale SPRING AND SUMMER TERMS 2014 Performance is monitored as set out in the school’s policy with evidence collated to support assessment at the end of the appraisal year Head and SLT consider whether further revision of policies needed in light of experience or changed circumstances/priorities

consider GUIDANCE develop BEST FIT increased FLEXIBILITY less PRESCRIPTION more CHOICE differentiated REWARD pay for PERFORMANCE many OPTIONS consider GUIDANCE develop BEST FIT extensive CONSULTATION clear MEASURES criteria TRANSPARENT map POLICY LINKS clear about DECISION MAKING review & MONITOR anticipate CHALLENGES