P.31 Acting-Up Allowances Page 24 P.32 Salary Sacrifice Arrangements / Childcare Vouchers Page 25 P.33 Cover Arrangements Page 25 P.34 Regrading Process and Appeal Process – Support Staff Page 26 P.35 Appeals – Teachers Page 26 P.36 Procedure for Considering Appeals Relating to Salary Page 26 Appendix 1 – Role and Responsibilities of Pay Committee Page 28 Appendix 2 – Upper Pay Range Application Form Page 29 Appendix 3 – Procedure for Considering Appeals Relating to Salary Page 30
The Framework of Support Staff Profiles and the County Council’s Green Book Pay and Grading Structure form part of the Whole School Pay Policy. All support staff will be appointed to a profile within the Framework of Support Staff Profiles. The Pay and Grading Structure reflects a points-to-pay relationship; the points attached to each post within the Framework determine the salary that will be paid. The Pay and Grading Structure has grades with incremental points within it. New employees will start at the bottom of the grade. The penultimate point is a Contribution Based Point. The staffing structure is normally reviewed annually. When this review covers the support staff staffing structure the Governing Body (though an appropriate Committee) will use the Framework of Support Staff Profiles to determine the positions within the support staff structure and the pay grade applicable to the post. When a position is not covered by the Framework, a job description and person specification schools should take advice from their HR provider and could submit such to Strategic HR, SCC to ensure that duties and responsibilities are evaluated and an appropriate grade attached. P30. Pay Progression for Support Staff In April of each year employees will automatically move to the next incremental point plus any standard of living increase. When the employee is due to move to the final incremental point within the grade it will not be an automatic progression. It will be dependent upon their satisfactory performance which will be identified within their (PMR) or the Abbreviated Performance Management Process. P31. Acting-Up Allowances Governors reserve the right to pay any member of staff additional salary where he/she covers in the prolonged absence of a more senior colleague. P32. Salary Sacrifice Arrangements/childcare Vouchers The Governing Body will offer salary sacrifice arrangements to allow staff to participate in voluntary schemes such as the childcare voucher scheme and the cycle scheme adopted by the County Council. P33. Cover Arrangements Teachers should be required to cover only rarely, and only in circumstances that are not foreseeable; This does not apply to teachers who are employed wholly or mainly for the purpose of providing such cover. P34. Regrading Process and appeal Process – Support Staff
There is a regrading policy which outlines the regrading process and appeal mechanism for support staff. P35. Appeals - Teachers The arrangements for considering appeals are as follows: An employee may seek a review of any determination in relation to his/her pay or any other decision taken by the governing body (or a committee or individual acting with delegated authority) that affects his/her pay. The following list includes the usual reasons for seeking a review of pay. i.e. that the person or committee by whom the decision was made – incorrectly applied any provision of the relevant conditions of service; failed to have proper regard for statutory guidance; failed to take proper account of relevant evidence; took account of irrelevant or inaccurate evidence; was biased; or otherwise unlawfully discriminated against the employee. P36. Procedure For Considering Appeals Relating to Salary The order of proceedings is as follows: 1. The employee receives written confirmation of the pay determination and where applicable the basis on which the decision was made. If the employee is not satisfied, he/she should seek to resolve this by discussing the matter informally with the headteacher making the recommendation to the Pay Committee within ten working days of the decision. Where this is not possible or where the employee continues to be dissatisfied, he/she may follow a formal appeal process. The employee should set down in writing the grounds for questioning the pay decision and send it to the chair of the appeal committee who was not involved in the original determination normally within 10 working days of receiving the outcome of the informal discussion with the headteacher. Any appeal should be heard by a panel of three governors who were not involved in the original determination. The teacher will be given the opportunity to make representations in person. The decision of the appeal panel will be given in writing, and where the appeal is rejected will include a note of the evidence considered and the reasons for the decision.