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

A FULL DAY !! - 3 WORKSHOPS Pay Policy Appraisal Framework for Judging Teacher Performance You have all been allocated to a working group either A, B or C Your group will stay in the same room for the day, your facilitators will come to you A Plenary session at 3.30pm then the NAHT AGM

“I am clear that these changes will give schools greater freedom to develop pay policies that are tailored to their school’s needs and circumstances and to reward their teachers in line with their performance.” Michael Gove MP – Sec of State for Education - 15 th Jan 2013 letter to STRB “Teachers will be dismayed that Michael Gove is pressing ahead with his plans to dismantle the national teacher pay structure. It will certainly worsen teacher morale which, as shown in a recent YouGov survey commissioned by the NUT, is already low” Christine Blower – NUT General Secretary – Press Release 15 th Jan 2013 ASCL has already given a cautious welcome to the proposals, and we are not surprised that the secretary of state has accepted them. Many of our concerns are about the implementation and we will work with the DfE to help ensure that school leaders, teachers and governing bodies are prepared for the changes. Brian Lightman - ASCL General Secretary – Press Release 15 th Jan 2013

A SUMMARY OF THE CHANGES Automatic pay increases on the main pay scale to be abolished Pay progression to be based on/linked to annual appraisal. Abolition of mandatory pay points – only to be kept at present to act as point of reference in the main pay scale, to guide career expectations for entrants to the profession The removal of the obligation on schools to match a teacher’s previous salary. Retention of the four geographical pay bands Local flexibility for schools to create posts paying salaries above the upper pay scale Abolition of the existing Advanced Skills and Excellent Teachers and the introduction of the ‘leading practioner’ Replacement of the detailed threshold test for progression from the main to the upper pay scale, with simple criteria based on teacher standards Continued discretion for schools in the use of allowances for recruitment and retention and freedom to pay fixed-term responsibility allowances of up to £2,500 a year for time-limited projects

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