September 30 th 2013

 From September 2013 a new system of performance related pay for teachers.  “Governors really do need to understand the policy in a way they probably haven’t needed to before.” (Somerset Network Governors Magazine)  Teachers must know the pay implications for meeting (not meeting) their objectives before this year’s performance management cycle begins.

 The current cycle (2012 to 2013) culminates on 31 October The “old” arrangements for performance management/ pay awards will apply for this cycle.  It is the cycle which starts in September 2013 and culminates on 31 st October 2014 which has the new pay implications.

 Our schools will need a Pay Policy that reflects the new guidance contained within the School Teachers Pay and Conditions Document 2013.

removing pay progression based on length of service and linking all pay progression to performance. giving schools the option of increasing individual teachers’ pay at different rates based on their performance replacing the current threshold test for progression from the main to the upper pay range with new simpler criteria

discontinuing the current Advanced Skills Teacher (AST) and Excellent Teacher (ET) designations, and creating a new pay range for leading practitioners whose primary purpose is to model and lead the improvement of teaching skills giving schools more freedom to determine starting salaries of teachers new to the school removing any obligation on schools when recruiting to match a teacher’s existing salary.

 Over the past few months Somerset LA has produced a “model” Pay Policy with policy options to help schools produce their own Pay Policy.  Within the Exmoor Coast Federation we have been working on using this model policy to produce an Exmoor Coast Federation Pay Policy.  We have been working on drafts of the policy  We have been sharing the changes and drafts with teaching staff and governors

Starting Salaries – don’t have to match a teacher’s current salary point New Appointments We have agreed a pay range will be established for new appointments based on the nature of the post, level of qualifications, skills and experience required, market conditions and the wider school/ academy context. (5.2)

Starting Salaries – don’t have to match a teacher’s current salary point Teachers currently within post (moving schools) The principal of pay portability will be applied in making pay determinations for all new appointees on the Teachers’ Main Pay Range (Points 1 to 6) and will be considered on a case by case basis in relation to the Upper Pay Range, taking into account the factors set out in 5.2 (above)

Can move teachers more than one point on the scale if good performance merits it. We have agreed that in the Exmoor Coast Federation Pay Policy teachers will only be able to move one point on the Main Pay Scale or Upper Pay Scale (7.7).

Don’t have to raise a teacher’s salary by an increment if they don’t meet their targets Teachers will be eligible for pay progression according to their individual performance and progression will be on the basis of absolute criteria as follows:  Main Pay Range and Unqualified Teachers will be eligible for progression by 1 point on their scale if they have met all their individual appraisal objectives (or made significant progress towards meeting longer term objectives), are assessed as meeting the relevant standards (Teachers’ Standards) at a level appropriate to or exceeding the expectations for their career stage and their teaching is assessed as consistently good; (7.7).

Don’t have to raise a teacher’s salary by an increment if they don’t meet their targets  Upper Pay Range Teachers satisfying the above criteria and the pay progression criteria for Upper Pay Range teachers will be eligible for progression by 1 point on the Upper Pay Range following two consecutive successful appraisal reviews (7.7).

Don’t have to raise a teacher’s salary by an increment if they don’t meet their targets  It will be possible for a ‘no progression’ determination to be made in any individual case without recourse to the capability procedure. In the case of NQTs, whose appraisal arrangements are different, pay decisions will be made by means of the statutory induction process (7.2).

Applying for the Upper Pay Scale has been made easier. In the Exmoor Coast Federation Pay Policy we have adopted the LA recommended sections for progression to the Upper Pay Scale (section 8). We have stipulated in our policy that teachers must be at Point 6 on the Main Teachers Pay Scale before they can apply (8.1).

Discontinuing Advanced Skills Teachers and Excellent Teachers Roles. Introducing Leading Practitioners Roles There are currently no AST Teachers or Excellent Teacher roles within Exmoor Coast Federation Schools. The option of employing/ promoting someone to a Leading Practitioner role is included within the Exmoor Coast Federation Pay Policy (13.1). Individual schools within the federation will need to decide whether to have Leading Practitioner posts within their schools.

Teaching and Learning Responsibility Points The Exmoor Coast Federation’s Pay Policy contains options for members of staff to be awarded Teaching and Learning Responsibility points. (16). Individual schools within the federation will need to decide whether to have Leading Practitioner posts within their schools(Appendix 1).

Schools will be able to set their own pay ranges In the Exmoor Coast Federation Pay Policy we have decided to continue to use the current pay ranges for Main Scale (Points 1 to 6) and for Upper Pay Scale (Points 1 to 3). (Appendix 1) We have also decided to align the Leading Practitioner Pay Scale with the scale previously used for Advanced Skills Teachers. (Appendix 1)

 Ownership and sound understanding of Pay and Appraisal Policies, procedures and implications.  Need to be able to account to OFSTED for the relationship between staff performance and pay.  Financial planning to ensure that funds are available to pay for increases in pay as a result of performance management outcomes.

 Need to ensure a clear process for reviewing the outcomes for the performance management of individual teachers and making pay awards. Not simply rubber stamping a Heads recommendation with regard to performance and pay but satisfying themselves that a pay award meets the criteria in the Pay Policy (Section 7.7)  You will need to know about performance management outcomes, quality of teaching, pupil progress, teaching standards…for individual teachers…

 Some/ all members of the committee will be managing Headteachers Performance Management procedures.  Need to ensure that there is provision for appeals and grievances. Further information and guidance in Network 44 or by attending the following course…

Minehead First School is hosting a governor training event G116 “Staff Appraisal and Pay” at the School on Wednesday 9 October 2013 from 7.00pm to 9.00pm. This course focuses on the new requirements for performance management and its relationship with pay. This has been the case for many years for headteachers, but is now also the case for teachers. Governors now need to be involved in a way they never have been before and the course is therefore recommended for all governors involved in staffing issues in the school. Governors who have recently attended courses on the headteacher’s performance management are also recommended to attend this, as the content is much broader and now focuses equally on teachers, the new Teaching Standards and Ofsted. Paula Rayson Tel: