TEACHER PAY INTRODUCTION This policy sets out our framework for decisions on teachers’ pay from 1 September 2017. In preparing this policy we have considered the extracts from Ofsted documentation at Appendix 2. For the avoidance of doubt teachers working on a part-time basis shall have the same opportunity to progress through the pay ranges as those working full-time. As a maintained School we are bound by the terms of the School Teachers’ Pay and Conditions Document (STPCD). OUR OVERRIDING PURPOSE Our aim is for all teaching in all lessons by all teachers to be good or outstanding to ensure the best possible education for all our pupils. This policy supports that aim by: supporting the recruitment and retention of a high quality teacher workforce; recognising and rewarding teachers appropriately for contribution to the School; ensuring that decisions on pay are managed in a fair, just and transparent way; and focussing on the central importance of high quality teaching and learning, improving standards and making a positive impact on progress and outcomes. This policy refers to the Teachers’ Standards. By way of a reminder, Part I of the Standards requires a teacher to: set high expectations which inspire, motivate and challenge pupils; promote good progress and outcomes by pupils; demonstrate good subject and curriculum knowledge; plan and well-structured lessons; teaching to respond to the strengths and needs of all pupils; make accurate and productive use of assessment; manage behaviour effectively to ensure a good and safe learning environment; and fulfil professional responsibilities Part II of the Standards requires a teacher to: demonstrate consistently high standards of personal and professional conduct; uphold public in the profession and maintaining high standards of ethics and behaviour, within and outside school, by: treating pupils with dignity, building relationships rooted in mutual respect, and at all observing proper boundaries appropriate to a teacher’s professional position having regard for the need to safeguard pupils’ in accordance with statutory provisions showing tolerance of and respect for the rights of others not undermining fundamental British values, including democracy, the rule of law, individual liberty and mutual respect, and tolerance of those with different faiths and beliefs
ensuring that personal beliefs are not expressed in ways which exploit pupils’ vulnerability or might lead them to break the law. have proper and professional regard for the ethos, policies and practices of the school in which they teach, and maintain high standards in their own attendance and punctuality, in accordance with the Staff Code of Conduct. have an understanding of, and always act within, the statutory frameworks which set out their professional duties and responsibilities. DELEGATION OF POWERS FOR PAY DECISIONS Decisions relating to pay awards shall be made in accordance with the chart below. Role Recommender Decision Maker/ Reviewer Appeal The Headteacher The Leadership Appraisal Group Governors’ Finance Committee The full Governing Body excluding governors Other staff on Leadership Pay Range The Headteacher and the Leadership Appraisal Group The Leadership Appraisal Group Governors’ Finance Committee Upper Pay Range (including decision to join Upper Pay Range) and Leading Practitioners A member of the Leadership team The Headteacher Governors’ Finance Committee Main Pay Range and Unqualified Pay Range Appraiser (with Headteacher’s nominee if appropriate) The Headteacher Governors’ Finance Committee The Headteacher may choose to involve members of the School’s Leadership team or middle management in assessing evidence before making a decision or recommendation. The Headteacher will assess appropriate evidence before making a decision or recommendation. The Leadership Appraisal Group is composed as set out in our Teacher Appraisal policy. A Pay Decision means any decision by a Decision Maker listed in the table at 3.1 to award a pay rise or to not award a pay rise in respect of an employee. It does not include a reference to a pay recommendation. In the event that you are dissatisfied with a Pay Decision about you, you may request a review by the decision maker which will involve a personal meeting held within 10 working days of the original decision to which you may bring a Permitted Companion (see pages 2-3 of the Introduction to HR Policy Handbook).
Appendix 2: Ofsted Extracts Extracts from August 2016 Ofsted School Inspection Handbook 28 ….. Evidence for Inspection: …Ofsted will usually expect to see evidence of the monitoring of teaching and learning and its link to teachers’ performance management and the teachers’ standards, but this should be the information that the school uses routinely and not additional evidence generated for inspection. Inspectors will request that the following information is available at the start of the inspection: information about the school’s performance management arrangements, including the most recent performance management outcomes and their relationship to salary progression, in an anonymised format. Inspectors will consider whether governors understand how the school makes decisions about teachers’ salary progression and performance Extract from July 2014 Ofsted Inspection Handbook Examples of the information headteachers could provide include: the proportion of staff who progressed through thresholds over the last three years the proportion who did not progress through thresholds over the last years a showing for each salary point, the number of staff, points they have moved from and the number that met their performance management objectives the performance management information the school provides to governors any other relevant information with regard to the performance management process.