The Governing Body will seek to ensure that all staff are valued and receive proper recognition for their work and contribution to school life.

Transcription

1 Pay Policy

2 Introduction The Governing Body of Abbey Park School recognises its responsibilities as the relevant body as defined in the School Teachers Pay and Conditions Document (STPCD) and in relation to the Local Authority pay arrangements for support staff. The Governing Body will seek to ensure that all staff are valued and receive proper recognition for their work and contribution to school life. Aims 1.1 To maintain and enhance the quality of education provided for pupils in the school by having a whole school pay policy which supports the school in providing quality education for students. 1.2 To assist the school to achieve its aims and objectives. 1.3 To have an appropriate staffing structure, supportive of the school s current and future needs. 1.4 To reward staff in a fair and equitable manner within the framework of the conditions of service and contract of employment, recognising their contribution to the work of the school. 1.5 To assist school management with the motivation of staff. 1.6 To meet the school s and Borough Council s Equalities Act Policy. 1.7 To enable staff to understand the basis of decisions in relation to salaries. Pay Policy 2.1 The Governing Body intends to operate a policy that will: a) be within the conditions of service and salary structure, lead to jobs being graded appropriately within the school; all staff roles will be evaluated according to the appropriate assessment of job weighting. (Teaching staff class contact hours/whole school responsibility. Associate staff single status) b) take into account proper pay differentials between jobs within the school; c) ensure that any discretion in awarding additional increments, enhanced payments and incentive payments is exercised in a fair and equitable manner through the Appraisal Policy;

3 d) give recognition within the salary structure to increased responsibility, whether assigned on a temporary or permanent basis; e) recognise and give consideration to the important contribution staff make to the school; f) be clearly communicated to the staff of the school. Appendix The Governing Body will, in accordance with the conditions of service to staff, make arrangements for the salary framework to be reviewed annually. 2.3 The Governing Body will consult staff in respect of any significant amendments proposed to this pay policy. 2.4 The Staffing Committee has full executive powers in relation to salaries. The Staffing Committee s Whole School Pay Policy Terms Of Reference (Unless stated the Committee = Staffing Committee) 3.1 All matters pertaining to staffing, in which the identification of individuals is involved, will be dealt with by the Governors Staffing Committee, who will carry full executive powers in this regard. 3.2 It is also recognised that these sensitive and complicated matters need the closest possible attention of a small group who are able to master the intricacies of the Pay and Conditions Document, and employment law, including all questions of equal pay and equal opportunities. 3.3 The Committee will hold an annual review or audit of the staffing establishment at least once each year, usually prior to the setting of the budget, so that recommendations on the need to increase or decrease the staff, or to alter the staffing structure, are made in sufficient time to request an appropriate change in the share of the budget. 3.4 Following the determination of a staffing plan, the Committee will request sufficient funding from the Finance Committee. 3.5 Additionally, after the completion of Census, the Committee will check any trends in the number of students on roll to see if there is any necessity to undertake a review of the Unit Total, which determines the Group into which the school falls.

4 3.6 When undertaking the annual review, the Committee will have regard to the stated aims and objectives of the school s development plan and the staffing structure which arises from it. 3.7 The Committee will be ever mindful of equal opportunities and equal pay legislation, and in their deliberations never fail to show a proper sensitivity to the expectations, needs and deserved recognition of all staff. In these matters, above all others, the Governors will earn the reputation of a good employer. 3.8 The Committee will ensure, either through its own deliberations or by delegation to the Head (as appropriate), that all advertising, further details, job specifications and application forms are accurate, helpful to the candidates and reflect well upon the school. 3.9 The Committee will establish procedures for the appointment of staff, both internal and external, and determine the size and constitution of the appointing panel, bearing in mind the appropriate legislation The Committee will take cognisance of the Local Authority s policies and guidelines pertaining to the appointment of staff and the use of discretion, and be mindful that the Group Director (Children s Services) has a duty to offer advice on such matters (Schedule 3, Education Act 1988) The Committee will determine the level of the Main Professional Scale teachers to the school are appointed, bearing in mind both the national requirements and the discretion available to them When considering the enhancement of the pay of any staff, the Committee should be aware of existing differentials, and ensure that any proposed variation is based on relevant evidence, and will be seen to be just The Committee will establish the criteria for the implementation of any of the discretion available to them, and see that staff and the full Governing Body are fully aware of and accept these criteria before they are used Having established these criteria, the Committee, at its annual staffing review, will consider every member of staff s eligibility for enhancement, in order to ensure that no-one is overlooked, either in error or intent. This is integrated into the school s Appraisal procedures The Committee needs to be alert to any anomalies arising from the safeguarding of the salary (or position) of any staff, and the need to ensure that any such safeguarding should not inhibit the proper reward of staff in particular circumstances.

5 3.16 The Committee will decide which salary decisions are delegated to the Principal and/or Chair of Governors, so that the school and Appointment Procedures can be effectively managed. Review Of Salaries In The Management Structure 4.1 The Committee will review the Principal, Deputy Principals and Assistant Principals salaries on an annual basis in relation to the Group size of the school and the salary range within that group. The following criteria will be used: the responsibilities of the post; the social, economic and cultural background of the pupils attending the school; whether the post is difficult to fill; sustained overall performance by the Principal, Deputy Principals or Assistant Principals which are assessed against agreed set targets contained in the School Development Plan. Salaries Of Teaching Staff The salaries of all teaching staff will be determined by the School Teachers Pay and Conditions Document. Principal Pay progression for the Principal will be considered annually by no less than 3 governors, including the Chair of Governors. This group will be advised by an appropriate qualified consultant, agreed with the Principal. If the Principal disagrees with the decision of the group, he/she has the right of appeal to the Vice-Chair of Governors/Chair of Staffing Committee as appropriate. Leadership Team The Leadership Team s salaries will be paid on the Leadership Spine. Governors are required to review the salary framework of the Principal, Deputy Principals and Assistant Principals annually. Incremental progression will be considered annually and the Principal has the discretion to award or withhold pay progression; based on the annual appraisal review. Classroom Teachers The salaries of other teaching staff will be paid on the Main Teacher s Pay Scale (MPS).

6 It is expected that newly qualified teachers will be placed on the scale point M1 on appointment. Exceptions can be made where there is evidence of significant previous successful experience of working with young people. In such cases the Principal has the discretion to start the teacher at any point on the Main Teachers Pay Scale. Progression on the pay scale will be considered annually where the teacher has taught for part of at least 26 weeks pro rata. The Principal had the discretion to award or withhold incremental progression based on the annual Appraisal Review. Threshold and Upper Pay Spine All qualified teachers on point M6 may apply to cross the performance threshold. Applications will be assessed against the National Standards by the Principal. Successful applicants will be placed on point U1 of the Upper Pay Spine. Progression on the Upper Pay Spine will be assessed by the Principal, the National Standards and the outcomes of the annual Appraisal Review will form the basis of all judgements regarding UPS progression. Teaching and Learning Responsibility Payments The Governing Body and Principal will determine a school staffing structure which identifies specific posts with a focus on Teaching and Learning. These posts will carry significant responsibility for which the post holder is accountable and which is not required of all classroom teachers. Salaries and Conditions of Service of Associate Staff (APT&C) 6.1 The Pay and Conditions of APT&C staff will be determined by the Guidance set out in the Staff Handbook of Swindon Borough Council (Revised January 1994) and National Agreements and in the light of annual Appraisal Reviews. 6.2 The salaries of Support Staff will be determined by: a) their Job Descriptions b) hours worked on a full-time/term time or part-time contract; c) grading for the job as agreed with the Local Authority s Human Resources Department, in accordance with Single Status. 6.3 Incremental progression is determined by the outcome of the annual Appraisal Review. 6.4 Associate Staff will claim additional hours worked on timesheets as and when agreed by their Line Manager.

7 Procedure To Be Adopted When A Member Of Staff Wishes To Appeal Against A Decision Of The Principal Or Staffing Committee 7.1 When a member of staff wishes to challenge a salary decision made by their Principal or by the relevant committee with delegated powers relating to salary issues, the member of staff should initially raise the matter with the Principal. Every effort should be made by all parties to resolve the matter at this stage. The member of staff may ask for the reasons for his/her request being turned down to be communicated to them in writing within seven working days of the meeting. 7.2 If the matter cannot be resolved through the meeting with the Principal, the member of staff should write to the Clerk to the Governing Body requesting that the Chair of Governors make arrangements for an Appeal Committee to be set up to resolve the salary issue. 7.3 The Appeal Committee should consist of at least 3 members of the Governing Body. 7.4 The Appeal Committee should hear the appeal within twenty working days of receipt of the request for a hearing by the Clerk to the Governing Body. 7.5 The member of staff may be accompanied by a friend who may be a representative of a trade union or professional association. The Governors will be advised at the meeting by an appropriately knowledgeable person. 7.6 At least ten working days before the date of the hearing, the member of staff seeking a hearing should submit in writing to the Clerk to the Governors the grounds on which the appeal is based together with any evidence he/she wishes to submit in support of their appeal. Copies of the appeal and supporting evidence should then be forwarded as soon as possible after receipt by the Clerk to the Principal and the Chair of the Committee responsible for salary issues. 7.7 Conduct of the Appeal Hearing: The Clerk should ensure that all those present have a copy of both the basis of the appeal together with the supporting evidence and a copy of the response to the appeal from the Chair of the committee responsible for salary issues or the Principal, as appropriate. The member of staff making the appeal or his friend/representative outlines the basis of the appeal and introduces the supporting evidence.

8 The Principal and/or Chair of the Committee responsible for salary issues may then ask the member of staff questions relating to the appeal and accompanying evidence. Members of the Appeal Committee can then ask the member of staff questions relating to the appeal and accompanying evidence. The Principal and/or Chair of the Committee responsible for salary issues then presents the Committee with the reasons for not agreeing to the request made by the member of staff. The member of staff or his/her representative may then ask the Principal or the Chair of the responsible Committee questions relating to the reasons given for the decision(s) being appealed. Members of the Appeal Committee may then ask the Principal or the Chair of the responsible Committee questions relating to the reasons given for the decision(s) being appealed. Each side, starting with the member of staff making the appeal then has the opportunity to sum up. The two sides then withdraw to enable the Appeal Committee to reach a decision concerning the appeal. The two sides are invited back in to hear the decision of the Appeal Committee which should be confirmed in writing within ten days. The Appeal Committee may wish to adjourn the meeting or the decision where they feel there is insufficient time to deal with the issues in sufficient detail or reach a considered conclusion. 7.8 In cases where it is the Principal who is appealing a decision of the Committee responsible for salary matters that relate to their own salary, the Chair of the Committee would act alone, or in place of the Principal, as appropriate in the procedure outlined above. Other The school will not use R&R points or any other pay scales other than those outlined in the STPCD/NJC/Hay Scales. The school retains the discretion to pay an appropriate honorarium for agreed voluntary responsibilities e.g. First Aider. Such honoraria shall be reviewed on an annual basis.

9 Related Policies Appraisal Policy Capability Policy Recruitment Policy