NEWLANDS GIRLS SCHOOL

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1 NEWLANDS GIRLS SCHOOL POLICY DOCUMENT School Pay Policy LAST UPDATED (by) R Lawson/ L Ceska 02/11/17 LAST REVIEWED (by) FGB/ Resources Committee 16/11/17 POLICY TYPE REVIEW DATE Statutory Annually RESPONSIBLE Leadership Team Governing Committee APPROVED UPDATE: Shared Drive Website (if applicable) R Lawson / L Ceska Resources Committee Approved by Governors Meeting Date 16/11/17 20 th November 2017 for both At Newlands we create confident and responsible young women equipped with the skills they need for the twenty first century. We empower all students to realise their potential as part of a sustainable community committed to lifelong learning. Page 1 of 33

2 CONTENTS 1 Introduction 2 Aims 3 Job Roles and Responsibilities 4 Pay Assessment and Review 5 Recruitment 6 Teaching Staff Pay 6.2 Headteacher 6.3 Other Leadership Posts 6.4 Main Scale and Upper Pay Range Teachers 6.5 Applications to move to the Upper Pay Range 6.6 Unqualified Teachers 7 Supply Teachers 8 Part-time Teachers 9 Allowances 9.1 Teaching and Learning Responsibility Payments 9.2 Special Educational Needs 9.3 Acting Allowances 9.4 Recruitment and Retention 9.5 Out of School Learning Activities 9.6 Continuing Professional Development 9.7 Activities relating to the provision of initial teacher training as part of the ordinary conduct of the school 10 Salary Sacrifice 11 Safeguarding 12 Appeals 13 School Support Staff 13.1 Pay Scales 13.2 Job Descriptions 13.3 Pay Arrangements 13.4 Incremental Progression 13.5 Annual Leave 14 Sick Pay 15 Time Off Appendix 1: Terms of Reference of Salaries Committee Appendix 2: School Staffing Structure Appendix 3: Pay Appeals Procedure Appendix 4: School Pay Scales Page 2 of 33

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4 Pay Policy This policy will be reviewed annually. 1 Introduction 1.1 The governing body has adopted the policy set out in this document to provide a clear framework for the management of pay and grading issues for staff employed in the school. 1.2 The governing body is committed to taking decisions in accordance with the key principles of public life : objectivity, openness and accountability. It recognises the requirement for a fair and transparent policy to determine the pay and grading for staff employed in the school, which takes account of the conditions of service under which staff are employed and relevant statutory requirements. 1.3 The governing body recognises its responsibilities under relevant legislation including the Equality Act 2010, the Employment Rights Act 1996, the Employment Relations Act 1999, the Part time Workers (Prevention of Less Favourable Treatment) Regulations 2000, the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002, and will ensure that all pay related decisions are taken equitably and fairly in compliance with statutory requirements. 1.4 Pay decisions will take account of the resources available to the school. The school staffing structure will support the School Development Plan. The governing body will exercise its discretionary powers using fair, transparent and objective criteria in order to secure a consistent approach in school pay decisions. 1.5 The governing body recognises the requirement that all pay progression decisions for all staff must be linked to annual appraisal of performance. The procedures set out in this policy seek to ensure that this is achieved in a fair equitable and transparent way. 1.6 This policy has been agreed by the governing body following consultation with staff and the recognised trade unions. The governing body have delegated authority for monitoring and administering this policy to the finance/ salaries committee. Any subsequent changes to this policy will also be subject to further consultation before amendment by the committee. The salaries committee will have full authority to take decisions on behalf of the governing body on pay matters as defined in this policy. The Terms of Reference for this Committee is attached as Appendix The school staffing structure is attached as Appendix 2. Any subsequent changes to the staffing structure will be subject to consultation. 1.8 The school will make copies of this policy available to all staff. Page 4 of 33

5 2 Aims of the policy The governing body aims to use the school pay policy to: Maintain and improve the quality of teaching and learning at the school Support school improvement Underpin the school s Appraisal policy Ensure that all staff are valued and appropriately rewarded for their work contribution in the school Ensure staff are well motivated, supported by positive recruitment and retention policies and staff development Demonstrate that decisions on pay are fair and equitable and recognise the principle of equal pay for like work and work of equal value Provide flexibility to recognise individual staff performance linked to pay decisions. 2.2 The governing body will also consider advice issued by the Department for Education, recognised trade unions and other national bodies as appropriate, along with relevant statutory legislation 3 Job Roles and Responsibilities 3.1 All staff will be provided with a job description outlining the roles and responsibilities of the post. This will also include the pay range and any additional payments or allowances covered by this policy. The job description will state the reason for any additional allowances or payments and whether this is a permanent or temporary payment. 3.2 Any significant changes to duties and responsibilities of a post will be subject to discussion with the member of staff with a view to reaching agreement. Where there is a significant change in duties and responsibilities of a post a new job description will be issued. 3.3 Where the staffing structure of the school needs to be changed, resulting in broader changes to roles and responsibilities, this will be the subject of consultation with staff and the recognised trade unions before any changes are made and with a view to seeking to agree the changes before new job descriptions are issued. 4 Pay Assessment and Pay Review 4.1 The governing body will ensure that every teacher s salary is reviewed on an annual basis with effect from 1 September and no later than 31 October each year. In the case of the Headteacher the review will be no later than 31 December. Page 5 of 33

6 4.2 The teacher s appraisal report will contain a recommendation on pay. The Headteacher will be responsible for submitting any recommendations for pay progression, in accordance with the relevant sections of this policy, to the finance/ salaries committee for approval. 4.3 All teachers will be entitled to receive an annual pay statement including details of any salary and financial benefits to which they are entitled, including any salary safeguarding arrangements that may apply. 4.4 A review may occur at other times where there has been a significant change affecting an individual teacher s pay. A revised written statement will be issued to the teacher in such circumstances, including any salary safeguarding arrangements that may apply 4.5 Where a pay determination leads or may lead to the start of a period of safeguarding, the governing body will give the required notification as soon as possible and no later than one month after the date of the determination. 4.6 All safeguarding of pay will be in accordance with the arrangements set out in the School Teachers Pay and Conditions Document (STPCD). 5 Recruitment 5.1 Advertisements for vacant posts in the school will be considered by the Headteacher and salaries committee where appropriate. All posts will be advertised either internally or externally, locally or nationally as appropriate. 5.2 The advertisement will include the relevant pay band for the post from the range of bands determined by the governing body as appropriate for the post and as contained in the relevant section of this pay policy. The advertisement will specify the expected level of skills and experience for appropriate candidates relevant to the post. The advertisement will also include details of any additional payments or allowances applicable to the post. 5.3 In respect of the Headteacher post becoming vacant the governing body will agree a broad pay range based on the arrangements set out in paragraph of this policy. The post may be advertised with an indicative pay range but with flexibility to pay up to the maximum of the agreed broad range for the selected candidate as appropriate. 5.4 Where an applicant for a classroom teacher post does not meet the criteria for the level of post advertised within the school pay structure but the post would otherwise prove difficult to fill, the governing body may appoint at a lower level but also consider a recruitment payment in accordance with the school policy set out in section 9.4. Any recruitment and retention payment considered in respect of the Headteacher will be included in the calculation of the pay range for the post, in accordance with paragraph of this policy and will not be made as an additional recruitment and retention payment. Page 6 of 33

7 5.5 Where the post is on a temporary basis, the advertisement will specify the reason for and duration of the post. Support Staff 5.6 The arrangements for advertising vacancies for support staff will mirror those for teaching staff. Advertisements will indicate the number of working hours and working weeks and will show the appropriate salary and grade as determined by the school with appropriate advice sought from external advisors such as the RBWM Job Evaluation Scheme. 6 Teaching Staff Pay 6.1 In this school all teaching staff are employed in accordance with the provisions of the School Teachers Pay and Conditions Document. In reviewing pay scales in the future the governing body will have regard to any changes to national pay ranges contained within the STPCD. The following pay arrangements have been agreed by the governing body, using the flexibilities contained within the STPCD The governing body will consider any recommended pay awards agreed nationally and will decide annually on whether or not these should be applied to the pay ranges detailed in this policy. 6.2 Headteacher The governing body will assign a seven point Individual School Range (ISR) based on the school group size and any permanent additional relevant factors as determined within the framework of the STPCD. These additional factors will relate to the school context and challenge, and the wider accountability of the Headteacher, which may also include circumstances where: the school is a school causing concern without such an additional payment the governing body considers that the school would have substantial difficulty filling a vacant Headteacher post; without such additional payment the governing body considers the school would have substantial difficulty retaining the existing Headteacher; the Headteacher has additional permanent responsibilities and activities due to, or in respect of, the provision of services relating to the raising of educational standards to one or more additional schools Other than in exceptional circumstances, the Individual School Range will not exceed 25% of the maximum of the school group size. The governing body will ensure that other than in exceptional circumstances there is no overlap of salary bands between the Headteacher and other leadership posts In addition, the governing body may consider an additional payment to the Headteacher in respect of temporary additional duties and responsibilities, e.g. where they are providing services to other schools as a consultant leader, school improvement partner, local or national leader of education etc. including where the Page 7 of 33

8 Headteacher is appointed as a temporary Headteacher of one or more additional schools, not included as a permanent factor in the calculation of the ISR. The additional payment will be time limited and will not exceed 25% of the salary agreed under paragraph or 25% of the maximum of the school group size, whichever is the lower In wholly exceptional circumstances the governing body may consider a payment in excess of 25%. In such circumstances the governing body will seek independent advice The governing body may also award an additional payment, outside the restrictions of the above paragraphs, and which will not be included in the calculation of the ISR, in respect of: Housing or relocation costs The governing body will calculate the Headteacher group size at the start of each academic year and determine the appropriate ISR for the year. The governing body will determine the group size for the school in accordance with the provisions of the STPCD In setting the ISR the governing body will have regard to the indicative salary points for the leadership range contained within the relevant School Teacher s Pay and Conditions Document On appointment the salary of the Headteacher will be within the agreed Individual School Range on one of the first 4 points according to the experience of the successful candidate Progression on the ISR for the Headteacher will be subject to a review of the Headteacher s performance set against the annual appraisal review The governing body may award one increment for sustained high quality performance against the criteria in paragraph above or may award two or more increments where performance has been exceptional and exceeded the expectations set out in paragraph Where performance has not been of a sustained high quality the governing body may decide that there should be no pay progression. The pay review for the Headteacher will be completed by 31 December The governing body will ensure that reasons for setting the ISR at a given level are recorded and that the process for the determination of the Headteacher s salary is fair and transparent. 6.3 Other Leadership Posts The governing body will determine a 5 point pay range for all other leadership posts from within the indicative pay points for the leadership scale contained in the STPCD. Page 8 of 33

9 6.3.2 The range for individual posts will be determined according to the duties and responsibilities of the post and may vary between posts. A post with a designated deputy role in the absence of the Headteacher will be remunerated accordingly above the range for other leadership posts Other than in exceptional circumstances, the governing body will ensure that there is no overlap of pay points between the Headteacher and any other leadership post On appointment a teacher paid on the leadership scale will be appointed according to experience on one of the first 3 points on the pay range The pay range for teachers paid on the leadership spine will be reviewed on 1 st September each year or at any time during the year where there is a significant permanent change in the duties and responsibilities of the post, or where it is necessary to consider a retention payment for a member of staff on the leadership spine Progression on the pay range for a member of staff paid on the leadership scale will be subject to a review of their performance set against the annual appraisal review The governing body may award one increment for sustained high quality performance against the criteria set out in paragraph or two increments where performance has been exceptional against the criteria set out in paragraph Where performance has not been of a sustained high quality the governing body may decide that there should be no pay progression. The pay review will be completed by 31 st October as per the appraisal policy The governing body will ensure that the reasons for setting the pay range at a given level are recorded and that the process for the determination of all leadership posts is fair and transparent The governing body may also consider additional payments in accordance with sections 9.5, 9.6 and 9.7 of this policy. 6.4 Main Pay Range and Upper Pay Range Teachers The governing body will establish posts paid in accordance with the minimum and maximum points for such posts as determined by the STPCD The governing body has established a pay structure for these posts as follows: Band 1- Main Pay Range Point 2 25,575 Teacher Point 3 27,542 Point 4 29,585 Point 5 31,824 Page 9 of 33

10 Point 6 34,252 Band 2 Upper Pay Range Point 1 37,017 Post Threshold Teacher Point 2 38,346 Point 3 39,725 Any teacher on Main Pay Range Point 1 as of 1/9/2017 will be automatically moved to Main Pay Range Point 2 and backdated to 1/9/2017. This is in order to keep all staff on pay points between the minimum and maximum recommended for the Main Pay Range band The governing body has agreed to use the Teachers Standards and Band 2 Level Descriptors, which are detailed in the school s appraisal policy. The pay review will normally be completed by 31 October. Pay Progression within Bands Decisions regarding annual pay progression within the relevant ranges set out in above, will be made with reference to teachers performance management statements and the pay recommendation they contain. In the case of Newly Qualified Teachers, whose appraisal arrangements are different, pay decisions will be made by means of the statutory induction process. The Governing Body expects all teachers to perform at the highest possible level and to continue to improve their professional practice year on year. Performance Management objectives will be progressive and developmental, thereby ensuring that good performance is rewarded and that good teachers have the opportunity over a number of years, to progress to the maximum of their respective pay range Decisions on performance pay progression will be based on an assessment of the overall performance of the teacher. A teacher will be eligible for annual performance pay progression where they: a) have been assessed as meeting all of the teachers standards, throughout the assessment period; b) have had their teaching assessed as at least good overall during the assessment period; Upper Pay Range teachers will be expected to demonstrate increasing levels of outstanding teaching overall c) have been assessed as meeting the requirements of their job description/job role; d) performing well against their individual performance management objectives; (Consideration will be given where factors beyond the teacher s control have impacted on their ability to meet objectives) e) have demonstrated a personal responsibility for identifying and meeting their CPD needs The evidence which will be considered in assessing performance will include: Page 10 of 33

11 pupil progress data; quality of teaching against the Teachers Standards, including observed practice; self-assessment; professional dialogue; received feedback; performance management statements; CPD records. And in the case of Upper Pay Range teacher, evidence of their contribution beyond their own classroom and their impact on the wider school. Where a teacher has been absent for some or all of the assessment period, an assessment will be based on performance during any periods of attendance and/or prior performance. Decision to progress Where all of the performance pay progression criteria set out above are met, the teacher will move up to the next Performance Pay Progression Stage. Discretion will be applied where not all performance management objectives have been fully met, but significant progress has been made. Decision not to progress Where the performance pay progression criteria above are not met, the teacher will not receive any performance pay progression. A decision not to award performance pay progression may be made without recourse to capability procedures. However, teachers who fail to meet the minimum teachers standards and/or who consistently fail to improve their practice or to sustain the expected level of performance for their pay level, may be subject to these procedures. Where a decision not to progress is made, the teacher will be supported through the performance management process to improve their performance. Progression within a pay band will be subject to a review of the teacher s performance set against the annual appraisal review and the Teachers Standards. The governing body has determined that normally progression within band 1 will be by annual increments and in band 2 biennial increments. However, where a teacher s performance has been of a sustained high quality, exceeding school expectations at that level, the governing body may award accelerated progression of up to two increments within band 1. Progression to the next band will be subject to the criteria for the higher band being met as set out in the previous paragraphs of this section of the policy. Appointments Page 11 of 33

12 6.4.6 A newly appointed teacher will usually be appointed at any point in the band to take account of a teacher s previous salary and/or relevant experience as determined by the Headteacher. 6.5 Application to move onto the Upper Pay Range Any qualified teacher may apply to be paid on the Upper Pay Range. It is the responsibility of the teacher to decide whether or not they wish to apply A qualified teacher on the Main Pay Range, may apply to be paid on the Upper Pay Range once per year. Applications must be submitted to the Headteacher by 30 th September in each year (consideration will be given to accepting late applications where individual circumstances eg. absence prevent this deadline being met) If a teacher is simultaneously employed at another school(s), they may submit separate applications if they wish to apply to be paid on the upper pay range in that school or schools. This school will not be bound by any pay decision made by another school For an application to be successful the teacher will need to demonstrate that they meet all the teachers standards and the band 2 professional standards agreed by the Governing body for teachers on the Upper Pay Range. In this school, this means that the teacher has consistently demonstrated that they meet all the Teachers Standards, both in terms of teaching and personal and professional conduct over a sustained period: been assessed as performing well against their performance management objectives over a sustained period; and in addition that; teaching has been rated as good overall, with some significant outstanding elements, over a sustained period; the teacher has demonstrated over a sustained period an ability to support some pupils to exceed expected levels of progress/achievement; the teacher has consistently taken responsibility for identifying and meeting their own professional development needs and used their learning to improve their own practice and pupils learning; the teacher has demonstrated that they have made an impact on the school beyond their own class/group(s) over a sustained period. This may include a) demonstrating an ability to coach, mentor, advise and demonstrate best practice to, other teachers to enable them to improve their teaching practice; b) contributing to policy and practice which has improved teaching and learning across the school; Sustained means maintained continuously over a period of at least 2 school years (a year being defined as at least 26 weeks work in any academic year). It is normally expected that this will include at least one year at this school, although discretion will be exercised where there is clear and compelling evidence of consistent performance against the criteria at the teacher s previous school. Page 12 of 33

13 The school will exercise its discretion to consider performance over a lesser period where a teacher has been absent for some of the relevant period. Decision to progress Where all of the performance pay progression criteria set out above are met, the teacher will move up to the next Performance Pay Progression Stage. Discretion will be applied where not all performance management objectives have been fully met, but significant progress has been made. Decision not to progress Where the performance pay progression criteria above are not met, the teacher will not receive any performance pay progression. A decision not to award performance pay progression may be made without recourse to capability procedures. However teachers who fail to meet the minimum teaching standards and/or who consistently fail to improve their practice or to sustain the expected level of performance for their pay level, may be subject to these procedures. Where a decision not to progress is made, the teacher will be supported through the performance management process to improve their performance As defined in the STPCD, a teacher being considered for a move onto the Upper Pay Range must therefore be able to demonstrate: that the teacher is highly competent in all elements of the relevant standards and that the teacher's achievements and contribution to an educational setting or settings are substantial and sustained Where a teacher has been on maternity leave or long-term sick leave, adjustments may be made to take account of special circumstances. This may include evidence of skills and performance over a different period but in any case, the exact adjustments will be made on a case-by-case basis, depending on the circumstances of the individual teacher and the school An application for progression to the Upper Pay Range will be assessed by the Headteacher and submitted to the finance/ salaries Committee. The decision will be notified to the teacher in writing within 10 working days of the committee meeting If successful the teacher will receive confirmation that their application has been successful and that they will move to the Upper Pay Range with effect from 1 September following the date of submission of the application If unsuccessful, the teacher will be provided with feedback by the Headteacher Any appeal against the decision, which should be submitted within 10 working days of receipt of the outcome notification, will be considered in line with the school s pay appeals procedure set out in Appendix Unqualified Teachers Page 13 of 33

14 6.6.1 The governing body will appoint unqualified teachers to a salary within the range set out in the STPCD The governing body has determined that this should be a 6 point scale as follows: Point 1 17,718 Point 2 19,650 Point 3 21,584 Point 4 23,516 Point 5 25,451 Point 6 27,384* * This point overlaps with Band 1 (Teacher) on the Qualified Teacher scale and therefore the governing body will take account of the professional skill level descriptors for those teachers in setting the relevant expectations for an unqualified teacher paid at this level The governing body has agreed to award an unconsolidated payment of 250 per annum to those unqualified teachers paid on the first 3 points of the unqualified scale A newly appointed unqualified teacher will usually be appointed at any point in the Unqualified Teacher pay scale as determined by the Headteacher. The initial salary on appointment may be on probationary basis and subject to performance. This may be reviewed after 6months, after which time the pay band and relevant pay point will be finalised. The revised salary will be no lower than the initial salary on appointment Progression within the range will be subject to a review of the teacher s performance set against the annual appraisal review and the appropriate Teachers Standards. The governing body may decide to award one increment for sustained high quality performance or more increments where performance has been exceptional. Where performance has not been of a sustained high quality the governing body made decide that there should be no pay progression. In such circumstances where a teacher s performance is not at the required level this will be addressed through the school s appraisal and possibly capability procedure The pay review will be completed by 31 st October Where an unqualified teacher obtains qualified teacher status whilst employed by the school, they will transfer to the relevant pay band for qualified teachers The governing body may pay additional allowances to an unqualified teacher where, the teacher has either: taken on a sustained additional responsibility which is focused on teaching and learning and requires the exercise of a teacher s professional skill and judgement; or Page 14 of 33

15 gained qualifications or experience which bring added value to the role being undertaken An unqualified teacher will not be awarded any Teaching and Learning Responsibility payment. 7 Supply Teachers 7.1 Teachers employed on a short notice or supply basis will have their pay determined in line with the arrangements outlined in this policy for other teachers. Teachers paid on a daily basis will have their salary assessed as an annual amount, divided by 195. For temporary teachers on short notice this will be multiplied by the number of days to be worked. 7.2 Teachers who work less than a full day will be hourly paid and will have their salary calculated by dividing the annual salary by 1265 to give an hourly rate. 7.3 A short notice teacher who is employed by the school throughout a consecutive period of 12 months will not be paid any more in respect of that period than they would have if they had been in regular employment throughout the period. 8 Part time teachers 8.1 The governing body will ensure that part time teachers pay and working time will be dealt with in accordance with the STPCD. Pay scales and pay progression will be as detailed earlier in this policy. 8.2 Part time teachers will be entitled to be paid for their contractual hours pro rata to a full time teacher and will also be entitled to PPA time, other non-contact time and directed time allocated on a pro rata basis. 9 Allowances 9.1 Teaching and Learning Responsibility Payments (TLRs) TLR payments will be awarded to the holders of the posts indicated in the school s staffing structure TLR payments will be awarded to a teacher on the main pay range or upper pay range where a teacher is required to undertake a sustained additional responsibility within the school s staffing structure for ensuring the continued delivery of high quality teaching and learning for which they are accountable. i.e. where a post: Page 15 of 33

16 is focused on teaching and learning; requires the exercise of a teacher s professional skills and judgment; requires the teacher to lead, manage and develop a subject or curriculum area; or to lead and manage pupil development across the curriculum; has an impact on the educational progress of pupils other than the teacher s assigned classes or groups of pupils; and involves leading, developing and enhancing the teaching practice of others The governing body will award TLR payments within the range prescribed in the STPCD. In this school the governing body has determined that TLR payments will be as follows: TLR 1 (post includes significant line management responsibility in addition to that outlined in paragraph above) TLR 1:1 7,699 TLR 1:2 9,473 TLR 1:3 11,249 TLR 2 TLR 2A 2,667 TLR 2B 4,441 TLR 2C 4,951 TLR 2D 6, Although a teacher cannot hold a TLR1 and a TLR2 concurrently, a teacher in receipt of either a TLR1 or TLR2 may also hold a concurrent TLR A TLR payment will not be awarded in respect of teaching duties more appropriately recognised under section 9.2 of this policy in respect of Special Educational Needs The governing body may award a temporary TLR (TLR3) payment of between 529 to 2,630 to a post requiring additional duties for a time limited period for a specific project identified as a priority within the school development plan or other substantial school improvement projects or exceptional one off externally driven responsibilities The value of any temporary TLR3 will be determined within the above range on an individual basis according to complexity and level of responsibility of the role The duration of such temporary TLR3 payments would normally not exceed 1 year after which time they will be reviewed and may be extended if appropriate There will be no safeguarding of any temporary TLR3 payments. 9.2 Special Educational Needs (SEN) Page 16 of 33

17 9.2.1 The governing body will award a Special Educational Needs Allowance to a classroom teacher in the following circumstances in any SEN post that requires a mandatory SEN Qualification; who teaches pupils in one or more designated special classes or units in the school; in any non-designated setting (including any pupil referral unit) that is analogous to a designated special class or unit where the post (i) (ii) (iii) involves a substantial element of working directly with children with special educational needs; requires the exercise of a teacher s professional skills and judgment in the teaching of children with special educational needs; has a greater level of involvement in the teaching of children with special educational needs than is the normal requirement of teachers throughout the school or unit within the school The governing body will determine a spot value for each post, taking account of the structure for SEN provision in the school and: whether any mandatory qualifications are required for the post; the qualifications and expertise of the teacher relevant to the post; and the relative demands of the post The value of any SEN allowance in the school will be within the range prescribed in the STPCD ( 2,106-4,158). 9.3 Acting Allowances Teachers who cover all of the duties associated with a post of a higher grade or allowance than their own for a period of at least four weeks will be considered for payment of an acting allowance. This will normally be the difference between the teacher s substantive salary and the appropriate point on the pay range of the higher level post, and will cover the whole period of acting up during which the teacher will be expected to undertake the full range of duties and responsibilities of the post. 9.4 Recruitment and Retention The governing body may, on the advice of the Headteacher, consider the award of a recruitment and retention payment where there is clearly demonstrated evidence that such a payment is: required to attract suitable candidates for a post which it has been or it is considered difficult to fill; or required to retain the skills and expertise of a teacher, particularly in a specialist area or where it is considered that the subsequent vacancy would be difficult to fill. Page 17 of 33

18 to recognise a teacher s performance which exceeds the school s expectations, and which is not recognised through accelerated salary progression in other sections in this policy The value of any recruitment or retention payment will be determined according to the circumstances of each case but will take into account salary relativities across the school structure and known staffing changes in the future and would normally be within the range 400-4, The duration of the payment will be determined according to the circumstances of the payment. Initially this may be for a period of 1 year but will be subject to review, which may extend the period if appropriate up to a maximum of 3 years Normally a recruitment or retention payment will be financial, but where appropriate, governors may consider other benefits e.g. relocation expenses, health care, sports membership, childcare provision etc Other than in respect of housing or re-location expenses, the Headteacher will not be entitled to a separate recruitment and retention payment. Remuneration in respect of any recruitment and retention payment will be reflected in the ISR for the Headteacher s salary. 9.5 Out of School Learning Activities Teachers who undertake agreed voluntary learning activities outside the normal school day, and whose salary range does not take account of such activity may be entitled to an additional payment. The governing body advised by the Headteacher, will consider each case individually before the activity takes place. Such activities may include: Holiday revision groups Breakfast clubs Homework clubs Summer schools Study support groups Activities for gifted and talented children Curriculum linked sporting or arts related activities or clubs The rate of payment will be determined according to circumstances but will usually be at the school s normal rate of 25 to 30 per hour. 9.6 Continuing Professional Development The governing body, advised by the Headteacher, may consider in advance awarding additional payments to teachers in respect of continuing professional development undertaken outside of the school day. The governing body will consider each case on an individual basis. Where approved additional payments will be calculated based on the teacher s normal hourly rate. Page 18 of 33

19 9.7 Activities relating to the provision of initial teacher training as part of the ordinary conduct of the school The governing body may award an additional payment for work undertaken on a voluntary basis relating to the provision of initial teacher training (ITT), where this is provided as part of the normal activity of the school. This may include: Acting as a professional mentor Giving feedback to students Formally assessing student competence Supervision and observation of teaching practice Tutorials or seminars Payment for these activities, where agreed in advance, will be calculated based on the teacher s normal hourly rate The governing body will not award additional payments in respect of School Centered ITT (SCITT) where the school takes the lead in providing ITT courses including planning and preparing materials for an ITT course and taking responsibility for the well-being and tuition of ITT students. Such duties may be considered under a separate non-teaching contract. 10 Salary Sacrifice 10.1 The governing body will support salary sacrifice arrangements for teachers in respect of the following: Childcare vouchers / childcare benefit schemes 10.2 Participation in any salary sacrifice scheme arrangement will have no effect upon the determination of any safeguarded sum to which the teacher may be entitled. 11 Safeguarding 11.1 The governing body will apply the salary safeguarding provisions of the STPCD. 12. Appeals 12.1 The arrangements for considering appeals are as follows: A member of staff may seek a review of any determination in relation to their pay or any other decision taken by the governing body (or a committee or individual acting with delegated authority) that affects their pay The governing body has agreed to consider appeals on the following grounds: That the person or committee by whom the decision was made Page 19 of 33

20 a) incorrectly applied any provision of the School Teachers Pay and Conditions Document; b) failed to have proper regard for statutory guidance; c) failed to take proper account of relevant evidence; d) took account of irrelevant or inaccurate evidence; e) was biased; or f) otherwise unlawfully discriminated against the member of staff The procedure for considering appeals is set out in appendix 3 of this policy. 13 School Support Staff 13.1 Pay Scales The pay scales adopted by the governing body for support staff employed in this school are shown in Appendix 4 of this policy On appointing a member of the support staff the job description determined for the post to which the employee is to be appointed will be evaluated in accordance with an approved scheme. Advice will be sought from persons engaged by the Governing Body The Headteacher, in consultation with the Chair of Governors, will determine the appropriate point on the evaluated scale having regard to: i) relevant qualifications and/or experience ii) recruitment/retention needs of the school in respect of the post The decision of the Headteacher will be reported to the salaries committee Job Descriptions All members of the support staff of the school will receive a copy of their job description which will be the basis of job evaluation for the post. Any significant changes to job descriptions may require a re-evaluation of the post If at any time the Headteacher, in consultation with the Chair of Governors, considers that a member of the support staff is being asked to undertake, or has undertaken, increased responsibility on a permanent or temporary basis, s/he shall refer the job description of the post, with the new responsibilities, to be evaluated. If the evaluation provides for a higher salary that salary will be paid to the post holder from a date determined by the Headteacher and, in the case of a temporary increase in responsibility, the date to which the new salary will be paid. The new salary level will be reported to the review committee at its next meeting Pay Arrangements Page 20 of 33

21 Support Staff posts in schools are usually contracted for a variety of paid weeks over the school year depending upon the schools requirements. Most posts are contracted term time only and paid pro-rata for 38 weeks plus an additional 6.1 weeks for holiday and bank holiday entitlement. Some posts are contracted for more than 38 weeks and others the full year. Term time only posts are contracted for 44.1 weeks per year and examples of these posts are Cover Supervisors, Teaching Assistants, Learning Mentors, Technicians, and Lunchtime Controllers. Some posts are contracted for term time plus 1 week which equates to 45.2 weeks per year an example of this post are the Receptionists, Finance Officer and Pastoral and Attendance Administrator. Other Staff such as the Reception Manager and Exam Officer all work term time plus 2 weeks which equates to 46.4 weeks per year. Examples of the full-time support staff that are contracted for weeks a year are the Facilities Manager, Site Manager, Cleaners, System Manager, Workshop Technician, Head s Executive Assistant, the Bursar and the Assistant Bursar Overtime is paid in accordance with the National Agreement and at the individual s grade rate, unless the contract of employment states otherwise. Overtime is not normally paid to those on management grades All overtime must be agreed, prior to the work being done, by a member of the Leadership Team and closely monitored Incremental Progression Support staff may, subject to satisfactory performance, progress by annual increments to the maximum of the scale for the post. In exceptional circumstances, incremental progression may be withheld where the performance of the member of staff is poor and where appraisal targets are not being met or attendance/ conduct record justifies such action Subject to the above, incremental progression, will take place on 1 April each year, except where a member of staff starts after 1 October in the previous year, in which case incremental progression will occur the start of the month following completion of 6 months service and then on 1 April in subsequent years At the time of making the annual assessment of the teachers salaries, the Headteacher may also make any recommendation to the review committee in respect of the salary of any member - or all members - of the support staff. Where the Headteacher considers it appropriate s/he may recommend to the review committee that a named member(s) of the support staff shall be awarded an honorarium for the excellence of his/her performance during the previous year. The honorarium may either be paid as a lump sum payment at the first possible salary payment after the appropriate committee s decision, or as a 1/12 increase in monthly salary for the period in question If any member of the support staff wishes to appeal against his/her salary level s/he may ask for a re-evaluation of the job description of the post to be undertaken. In the event that a member of the support staff wishes to appeal against a decision of Page 21 of 33

22 the review committee under paragraph 13 of this document, then s/he should enter a formal written statement of appeal. The appeal should be heard by the review appeal committee referred to in paragraph Annual Leave The standard annual leave entitlement is 28 days plus 8 bank holidays for full time full year employees irrespective of status or length of service. Part time and part year employees receive a pro-rata entitlement to holiday and bank holidays Staff employed term time only are not entitled to take annual leave during term time. Staff contracted to work throughout the year will generally be required to take their leave outside term time. Where staff are specifically required to work during the school holidays leave may be taken during term time subject to agreement with the Headteacher. 14. Sick Pay 14.1 There may be circumstances when the return of an employee from sickness absence can be facilitated and/or supported by temporary changes to their attendance or job content. These changes should be agreed by the employee and line manager/headteacher/chair of Governors as appropriate, based on advice from Occupational Health and on discussion with the school s HR provider. The changes would be strictly time-limited (not normally in excess of a four-week period other than in exceptional cases following advice from Occupational Health and the HR provider). Progress and rehabilitation would be regularly documented and reviewed and there would be the intention to return to the normal/contractual pattern of work at the earliest practical time Full pay will normally be paid during the time-limited incremental return to work and the time not at work will not be regarded as sick leave since there will have been a return to work. 15. Time Off 15.1 All members of staff may request occasional discretionary days for personal reasons. Up to five such discretionary days, pro-rated for part time staff, paid leave of absence may be granted in a 12 month period. Acceptable reasons would include: i) funerals ii) interviews iii) children s graduation iv) religious observance v) examinations vi) house removal Page 22 of 33

23 vii) sickness of child, spouse or parent needing attention (not more than three consecutive days) In the most exceptional circumstances, up to 10 days discretionary paid leave may be granted in any one year Such requests must be submitted to the Headteacher by completing an Absence Request Form and will be granted at the Headteacher s discretion In all cases where unpaid leave of absence is sought in advance, permission must be obtained from the Headteacher who will exercise his/her discretion in granting such leave and will seek to minimise disruption to pupils learning and the running of the school If time is taken without prior permission, such leave will be unpaid unless it is due to the member of staff s sickness absence Any disagreement over the granting of unpaid leave must go to the appropriate sub-committee of the Governing Body for decision. Page 23 of 33

24 Appendix 1 Terms of Reference of the Salaries Committee Newlands Girls School Terms of Reference for Salaries Committee Membership The Salaries Committee is a sub-group of the Resources Committee composed of the Chair, Vice-Chair and chairs of the other committees plus the Headteacher. The Salaries Committee meets at least once a year to carry out the statutory duties in relation to teaching and non-teaching staff salaries. The Headteacher and Bursar will send out the annual salary statements in accordance with the school salary structure. The Salaries Committee will conduct the annual review of the Head's salary, and consider recommendations for the Deputies and Assistant Headteachers' salaries as required by salary regulations. It will also consider recommendations for the salaries of support members of the Leadership Team, currently the Bursar. Salaries Sub-Committee To consider appointing an Advisor to assist the Headteacher s Performance Review Panel in reviewing the Head's salary and setting annual objectives. To agree the Headteacher's salary based on recommendations made by the Headteachers Performance Review Panel. To agree the salary range for all staff on the Leadership Scale. To consider the Headteacher's recommendations for the Deputies' and Assistant Headteachers salaries To consider requests, as submitted by the Headteacher, for the re-grading of the salaries of individual members of the support staff. To be available, if necessary, to take part in staff disciplinary, competency or grievance procedures. To receive information from the Headteacher on the outcomes of assessment of threshold applications. To receive a report from the Headteacher on the performance of any member of teaching staff eligible to be considered for movement on the Upper Pay Scale. To approve and monitor the school s Pay and Appraisal policies. Page 24 of 33

25 Appendix 2 Staff Structures Page 25 of 33

26 Page 26 of 33

27 Newlands Girls School Support Staff Structure September 2017 Approved: Date: Total Support Staff FTE = Louise Ceska Headteacher Leadership Team (Non Teacher Scale M3) HT Executive Asst EB Reception Manager CS Supervisory Responsibility (Scale 4 to M6) No Supervisory Responsibility (Scale 2 to 5) Receptionists KS/SS Midday Supervisors A Wellman Deputy HT R Lawson Bursar G Walton Head of 6 th Form Asst HT S Nuttycombe Asst HT SFC Manager PM SENCO LB Learning Mentor (Pupil Premium) SG Data & Assess. Manager FF System Manager DB Cover/ SIMS Manager (Vacancy) Assistant Bursar SB Pool Manager AP Facilities Manager NP Senior Learning Mentor & Careers Coordinator SC Pastoral/ Attendance Admin NT SFC CC Asst SENCO AL Exams SK IT Technician BH Workshop Technician CH Cover Supervisor Team Leader EJQ Finance Officer JT Repro Manager JS Lifeguards/ Coaches Relief Site Manager NF Ast Site Controllers ZJ/SG 6 th Form Mentor/ Admin LGR 18 TAs (4 PT Vacancies) Exam & SIMS Administrator (Vacant) Cover Supervisors PH & CGR Repro Technician JA Cleaner Supervisor HC Invigilators Relief Cleaners Page 27 of 33