Winning on Pay A National Training Programme course delivered in the regions and Wales 2017-2018

Focus Performance management & pay progression Your school’s pay policy The 2018 pay award

“Headteachers…will be able to link teachers’ pay to performance… allowing them to pay good teachers more.” This slide is designed to create discussion. The quote is from the DfE website and Michael Gove. The idea is that each bubble will come up in turn and enable you to have a short discussion around it (following on from the discussion created by the bar chart task). One important point – in schools there are a number of younger teachers who don’t yet oppose PRP – they need careful handling by reps to win them over Why? - the central idea behind PRP being that good teachers deserve more should be challenged. All teachers should be good. Paying some more doesn’t motivate. If some teachers are “under-performing” the concept can be questioned or they could be supported with CPD or, in some cases, through a capability procedure Good teachers? – defined by whom? What is good? – following DfE-style of teaching? Impact of children – of over-worked, stressed, demotivated, uncollaborating teachers who are driving children to achieve results to ensure their pay rises? Impact on organising – of teachers working to individualised contracts working individually? Impact on collaboration – why and how would teachers work together

Individual or Collective? The Union is a collective group. Our strength comes from acting collectively. One aim of the changes to teachers' pay is to weaken our ability to act collectively Individual appeals may help individuals - but we need to ensure we use individual representation to support the Union collectively Removal of negotiating rights in 1988 Academisation Main pay scales Pay award 2017

Government attacks on our pay Removal of fixed pay scales - even for advisory purposes Extension of performance-based pay progression to all teachers - even Main Range Removal of pay portability on moving school Removal of the automatic right to the annual cost of living increase for individuals School funding crisis may impact on school decisions Stress that the attack on pay can also be linked to the attack on school funding

Getting the right deal in your school

Negotiating Pay & Performance Management Policies “Pay and appraisal policies should be reviewed annually … Teachers and representatives of recognised unions should always be consulted on formulating the policies and on any changes to them.”

Worcestershire Performance Management Policy is NOT agreed with Trade Unions

What this means for teachers The rules around pay progression can be different in each school; Teachers now need to prove their performance to progress up the pay scale; Teachers with the same level of experience could be paid at different rates; Teachers moving school will have to negotiate their starting salary; There are likely to be more pay appeals. King Charles

Statutory Provisions on Pay School Teachers’ Pay and Conditions Document (STPCD) only contains broad pay ranges, not fixed pay scales - but schools can decide to keep fixed scales.

STPCD 2017 pay decisions must be clearly attributable to the performance of the teacher in question; you are not accountable for other people’s performance continued good performance as defined by an individual school’s pay policy should give a classroom or unqualified teacher an expectation of progression to the top of their respective pay range

NUT Section Advice - Progression Teacher Standards are not a checklist - nor should they be used to create a checklist Objectives must be appropriate and fit for purpose Observations: Ofsted Framework – “When inspectors carry out observations in lessons, they should not grade the quality of teaching for that individual session or indeed the overall quality of the lesson.” We don’t accept turning the Teacher Standards into a checklist. There should be no higher criteria than “continued good performance” If Ofsted are no longer grading individual lessons then we should challenge schools using them

Maternity

Maternity Where a teacher is away from school because of maternity leave, it is unlawful for the school to deny that teacher an appraisal and subsequent pay progression decision because of her maternity.  When a teacher returns to work from maternity leave, the school must give her any pay increases that she would have received, following appraisal, had she not been on maternity leave.

UPS “the teacher is highly competent in all elements of the relevant standards … … the teacher’s achievements and contribution to the school are substantial and sustained.” WCC Model Pay Policy

Highly competent “…the teacher’s performance is assessed as having excellent depth and breadth of knowledge, skill and understanding of the Teachers’ Standards in the particular role they are fulfilling and the context in which they are working.”

Substantial “…the teacher’s achievements and contribution to the school are significant, not just in raising standards of teaching and learning in their own classroom, or with their own groups of children, but also in making a significant wider contribution to school improvement, which impacts on pupil progress and the effectiveness of staff and colleagues.”

Sustained “the teacher must have had two consecutive successful appraisal reports in this school and have made good progress towards their objectives during this period They will have been expected to have shown that their teaching expertise has grown over the relevant period and is consistently good to outstanding.”

Progression on UPS Progression on UPS should be awarded following two successful appraisal reviews

Winning for Members

Appeals Check Your Policy! Progression criteria Procedure for making decisions and making appeals Winning a better policy

Winning… Pay appeals may not be successful But may… Build members' confidence in the Union Build the Union’s presence with management Engage members in debate Challenge workplace culture Lead to an improved Pay Policy

How to build a campaign… Widely Felt – Does the issue affect enough of the workforce either across the whole workplace or those in a particular group or department? Deeply Felt – Are the affected workers sufficiently angry or concerned about the issue to want to do something about it? Winnable – Is there a realistic chance of achieving something in relation to the issue via a campaign, e.g. getting a proposal reversed or amended? Visible – Will taking on the issue allow members to take part in the campaign and raise the profile of the Union in the workplace?

Pay Award 2017/18 Joint advice with ASCL, ATL, NAHT, NUT, UCAC & Voice Sets out fixed pay scales - including 6 point Main Scale and 3 point Upper Scale Provides for a 2% increase for September 2017 on all main pay scale points and 1% on all others. The union will support members if schools don't adopt these scales or give the appropriate increase to all teachers.

Pay claim 2018/19 5% fully funded