Pay, Pensions, Workload & Professionalism The Attack and The Fightback

Coalition Pay Impact On Teachers So Far  2.3% Pay rise September 2010 – inflation 4.6%  0% pay rise September 2011 – inflation 5.6%  1.2% extra pension contributions in April 2012  0% pay rise September 2012 – inflation 2.6%  Net result: 11.7% fall in real income while at work

Pay Impact Still To Come  1.0% Pay Rise September 2013 – inflation 2.6%  1.2% Pension Contribution increase 2013  1.0% Pay Rise September 2014 – inflation 2.2%  0.6% Pension Contribution increase 2014  Further real pay loss = 4.8%  Total real pay loss Sept 2009 to Sept 2014 = 16.5%

The End Of Pay Scales?

Main Scale  NOW  Currently contains points M1 (£21,500) to M6 (£31,500) or up to £5k more in London  Vast majority of teachers now move up annually (98%)  IN FUTURE  Only a minimum that must be paid (£21.5k) and a maximum that can (£31.5k) with £5k more in London  No more increments based on years worked  Movement based only on outcome of annual appraisal  Increase can be any amount however small, or none  Present pay points no longer in the Pay and Conditions Document

Upper Pay Scale (UPS)  NOW  3 points - £34k to £36k in rest of country, up to £45k in London  Achieved by applying for and crossing the Threshold when on M6 (90%)  Normally 2 years satisfactory Performance Management needed to progress to each further point  IN FUTURE  Threshold process replaced by head teacher assessment, to determine  “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”  Same minimum and maximum payment, but no fixed number and size of points  “the amount and timing of any progression should be at the school’s discretion”

You No Longer Take Your Pay Point With You When You Move School (Portability) “Any pay increase awarded to a teacher on the main pay range or the upper pay range, or any movement between those pay ranges, must be permanent for as long as the teacher remains employed within the same school and, in the case of unattached teachers, for as long as the teacher remains employed by the same local authority, but is not otherwise to be deemed to be permanent.”

Policing The Reforms “In the context of Ofsted’s responsibility for inspecting the quality of leadership and management we invite the Department to consider with Ofsted and other interested parties (such as the National Governors’ Association and NEOST) what combination of approaches would be most appropriate. In our view, this should include: 1.Requiring head teachers to report annually to their governing bodies on the effectiveness of school’s arrangements for linking appraisal to pay progression 2.Developing Ofsted’s inspection framework in relation to the leadership and management of schools to provide assurance that pay flexibilities are being managed in the best interests of pupils and with budgetary probity.”

Policing The Reforms

Changes To Come in 2014 (New Review Body Remit)  TLRs and other allowances and safeguarding to be “simplified”  Teachers’ Conditions to be reformed  Leadership Group Pay to be reviewed

Pensions:  Teachers’ Pension Contributions up 50% by next year.  Pensions in payment are now uprated by CPI, not RPI, reducing their value by 13% on average over a lifetime.  Pensions will be based on career average rather than final salary  From 2015, all future service as a teacher will lead to a normal pension age of between 66 and 68 unless you are near the end of your career.  Under 35? It’s 68!

Spoiling For A Fight

Are We Ready?

NASUWT, NUT together CAMPAIGNING SO FAR March for the Alternative (26 March 2011) Pensions Strikes (30 June & 30 November 2011) Lobby of Parliament (26 October 2011) Action Short Of Strike Action (ASOSA) (1 December 2011) NUT/NASUWT Joint Declaration (May 2012) A Future That Works March and Rally (20 October 2012) EBacc and GCSE marking fiasco

NUT, NASUWT together FURTHER ACTION Regional Rallies 27 April 2013 – Liverpool and Manchester 11 May – Birmingham and Leeds 18 May – Cardiff and Newcastle Seek to enforce NUT/NASUWT Model Pay Policy Rolling Programme of Regional Strike Action starting in the North West Region on 27 June 2013, continuing throughout the Autumn term in all other regions National All Out Strike Action November 2013