Brook Learning Trust Pay Policy

Brook Learning Trust Pay Policy 1.0 Introduction The School Teachers Pay and Conditions Document 2017 ( The Document ) sets out the statutory requirements by which schools and local authorities must abide. Academies have the freedom to set their own terms and conditions but must give due consideration to legal framework set out in the Document and in other relevant legislation that affects all employers. All procedures for determining pay should be consistent with the principles of public life - objectivity, openness and accountability. This policy sets out the pay structure of the Brook Learning Trust ( the Trust ), highlighting areas of adherence to, or departure from, the Document. It covers pay arrangements for teachers and support staff. 1.1 Aims and Objectives Equality and Diversity Policy The Trust will abide by all relevant legislation and, in particular, will not discriminate on grounds of age, sex, sexuality, race, religion or disability. The Trust will promote equality in all aspects of academy life, particularly as regards all decisions on advertising of posts, appointing, promoting and paying staff, training and staff development. The Equality and Diversity Policy will be monitored and its impact reviewed on an annual basis. Provision and Means of Revising Job Descriptions The Trust and the CEO, through the Principal of each Academy, will ensure that each member of staff is provided with a job description in accordance with the Trust agreed staffing structure for each academy. Job descriptions may be reviewed from time to time in consultation with the individual employee concerned in order to make reasonable changes. Job descriptions will identify key areas of responsibility and may contain targets consistent with the school development plan. Job descriptions will show who is responsible for what, and who is responsible to whom; job descriptions will also make clear what responsibilities are common to all posts. Maintenance or Creation of Differentials Appropriate differentials will be created and maintained between posts within each Academy, recognising accountability and job weight, and the Trust s need to recruit, retain and motivate sufficient employees of the required quality at all levels. Use of Discretions Criteria for the use of pay discretions are set out in this policy and discretionary awards of additional pay will only be made in accordance with these criteria. Support for Staff The Trust will use its best endeavors to provide appropriate support for all staff, such as good working facilities and sufficient non-contact time for all teaching staff. All members of staff will be told how each academy s training and development policy affects them and will have the Brook Learning Trust / Pay Policy 2017-18 / October 2017 / Page 1 of 18

opportunity to review their training and development needs with their line manager. The Trust will observe all health and safety requirements, in particular, as regards working time. Access to Records The Principal of each constituent academy will ensure access for individual members of staff to their own employment records. Appraisal and Capability Please refer to the Trust s Appraisal Policy and Capability Policy 1.2 Policy effective date This policy comes into effect on 1 September 2017 after consultation with staff and ratification by the Board of Trustees in October. 1.3 Decision framework Pay decisions within the context of the agreed budget will be made by the Trust Pay Committee, as set out in Table 1. The Budget for pay will be determined by the Trust Board, via the Trust Finance Committee. The Trust Pay Committee, will consider the remuneration of the Trust Executive Team, Academy Principals, all teaching staff and teaching staff working at Trust level who are not solely working within any one Academy, and will be the decision making body for pay progression for all staff within the Trust. Table 1 Delegation of Pay Decision Making Decision Group Proposed by Approved by Basic Pay Determination on Appointment, including TLRs and Special Needs Allowances Academy staff Academy Principal CEO/Chair of Trust Recruitment & Retention incentives, merit awards and other Allowances Academy Principals CEO/Chair of Trust Chair of Trust Senior Leadership Line Manager CEO/Chair of Trust Teams, Trust Executive Team and other Trust staff CEO Chair of Trust Trust Pay Committee Academy staff Academy Principal CEO/Chair of Trust Academy Principals CEO Trust Pay Committee and Senior Leadership Teams, Trust Executive Team and other Trust staff CEO Chair of Trust Trust Pay Committee Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 2 of 18

Pay Progression based on Performance (including movement to the Upper Pay Range) Academy staff Academy Principal Trust Pay Committee Academy Principals CEO Trust Pay Committee and Senior Leadership Teams, Trust Executive Team and other Trust staff CEO Chair of Trust Trust Pay Committee The Trust Pay Committee comprises the Trust Chair, two further Trustees with the Trust CEO and Finance Director acting as advisers to the committee. The Trust Pay Committee will only be deemed to be quorate if all of its non-executive members are present. Any member of the Trust Pay Committee required to withdraw by virtue of Regulation 57 or Schedule 6 School Government Regulations, will do so. Decisions made by the Trust Pay Committee will be communicated to each member of staff by the Principal (for Academy staff) or the Chief Executive Officer (for Trust staff), in writing, in accordance with paragraph 4 of the Document. The terms of reference for the Trust Pay Committee will be determined from time to time by the Trust Board. The current terms of reference are: To achieve the aims of the Trust Pay Policy in a fair and equal manner To apply the criteria set by the Trust Pay Policy in making decisions around performancebased pay progression following the annual review To observe all statutory and contractual obligations To minute clearly the reasons for all decisions and report these decisions to the next meeting of the Trust Board To seek confirmation from the Finance Director that the costs of pay recommendations are included within the budget for pay. To work with the relevant member/s of the Trust Executive Team to ensure compliance with the Trust Appraisal Policy To act with integrity, objectivity and honesty in the best interests of each academy To act in compliance with The Equalities Act 2010, The Employment Rights Act 1996, The Employment Relations Act 1999 and The Employment Act 2002, as well as The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, The Employment Act 2002 (Dispute Resolution) Regulations, and The Fixed Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 The report of the Trust Pay Committee will be placed in the confidential section of the Trust Board agenda and will either be received or referred back to. Reference back may occur only if either the Trust Pay Committee has exceeded its powers under the policy, or the budget allocated for pay has been exceeded. 2.0 Teachers Pay This section of the policy sets out the framework for making decisions on teachers pay. It has been developed to comply with current legislation and makes reference to the School Teachers Pay and Conditions Document 2017 ( The Document ), and has been consulted on with staff and recognised trade union representatives across the Trust. Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 3 of 18

In adopting this pay policy the aim is to: uphold the aims of the Brook Learning Trust (see the Trust Business Plan) maximise the quality of teaching and learning across the Trust support the recruitment and retention of a high quality teaching and support staff workforce enable the Trust to recognise and reward teachers appropriately for their contribution to the school help to ensure that decisions on pay are managed in a fair, just and transparent way 2.1 September 2017 Pay Award (i) The Document provides for the following changes to teachers pay: a. A 1% uplift has been applied to the statutory minima and maxima of the unqualified and upper pay ranges, b. A 2% uplift has been applied to the statutory minima and maxima of the main pay range, c. A 1% uplift has been applied to the statutory minima of the leadership pay range, and d. A 1% uplift has been applied to all other allowances such as TLRs and SEN allowances. (ii) Spinal points within the pay ranges are no longer published in the Document. The Trust continues to pay staff on spinal points within each pay range, and these points are published later in this policy. (iii) The Trust will apply the 2% increase to each spinal point within the main pay scale, and the 1% increase to each spinal point within the unqualified, upper and leadership pay scales, as set out later in this policy. (iv) The Trust will apply the 1% increase to all Teaching & Learning Responsibility (TLR) allowances, as set out later in this policy. (v) No increase shall apply to that proportion of any teacher s salary which comprises a safeguarded sum. A safeguarded sum will be reduced to negate the impact of the 1% increase in the spinal point and any TLR received. (vi) No increase shall apply to Recruitment & Retention and other discretionary allowances. 2.2 Basic Pay Determination on Appointment Teachers The Trust will determine the pay range for a vacancy prior to advertising it, including any associated TLR or SEN allowance, in accordance with the table above (Table 1). On appointment it will determine the starting salary within that range to be offered to the successful candidate. In making such determinations, the Trust may take into account a range of factors, including: the nature of the post the level of qualifications, skills and experience required market conditions the wider Trust/constituent academy context There is no assumption that a teacher will be paid at the same rate as they were being paid in a previous school or academy. Leadership Academy Principals pay and that of other members of the Leadership group within each constituent academy will be determined in the context of Part 2 of The Document, taking account of the size and age range of each academy, and any circumstances under which discretionary allowances may be applied, given the local context. Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 4 of 18

The Trust Pay Committee may review the salary scales for members of the Leadership group and the Executive Team as appropriate within the context of The Document, applying the requirements for safeguarding where necessary. Pay progression for the Chief Executive Officer is proposed by the Chair of the Trust and any progression awarded will be in accordance with the Trust s appraisal process within the agreed salary range for the post. 2.3 Teaching and Learning Responsibility Payments (TLRs) Teaching and Learning Responsibility Payments (TLRs) will be awarded to posts in the agreed academy staffing structures for each constituent academy, in accordance with the criterion, factors and other conditions as set out in Part 4, paragraph 20 of The Document. The number and nature of TLRs will be determined by consideration of each constituent academy's improvement plan and associated priorities whilst ensuring each constituent academy keeps within its agreed budget. The values of each level of TLR are set out below: Teaching & Learning Responsibility Payments (TLRs) 2017 Annual Value TLR 2[1] 2667 TLR 2[2] 4441 TLR 2[3] 6217 TLR 1[4] 7699 TLR 1[5] 9473 * The above annual pay ranges are based on 2017 values and may vary from year to year Where a TLR is awarded on a temporary basis, such as cover for maternity or sick leave or vacancies pending permanent appointment, the reason and length of that period will be clearly set out in a revised pay statement. TLR 3 Each Academy Principal, subject to the authorisation of the CEO and Finance Director, may award a TLR3 of between 529 to 2630 to classroom teachers for clearly time-limited school improvement projects, or one-off externally driven responsibilities. Each Academy Principal will set out in writing to the teacher the duration of the fixed term, and the amount of the award will be paid in monthly instalments. No safeguarding will apply in relation to an award of a TLR3. 2.4 Special Needs Allowances Each Academy Principal, subject to the authorisation of the CEO and Finance Director, may make appropriate payment of special needs allowances, awarded for SEN posts within the agreed academy staffing structure, according to the criteria in Part 4 (para 21) of The Document. 2.5 Recruitment and Retention Incentives and Benefits In exceptional circumstances, each Academy Principal, subject to the authorisation of the CEO and Finance Director, may make an appropriate payment to an employee as considered necessary as an incentive for their recruitment or retention. Where the payment is made to the Academy Principal, the CEO or a member of the Executive Team, the decision will be referred to the Trust Board. This is a departure from The Document which the Trust has adopted for the benefit of staff using its academy freedoms. Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 5 of 18

Each Academy Principal, subject to the authorisation of the CEO and Finance Director, may also award other financial assistance, support or benefits, including, for example travel costs, assistance with costs of care of dependants or other support where this may assist recruitment and/or retention of an employee. An incentive allowance, including other financial assistance, support or benefit made for the recruitment or retention of an employee will be reviewed after a suitable period agreed with the employee and this will be confirmed in writing. Each Academy Principal, subject to the authorisation of the CEO and Finance Director, will review the level of payment of such awards on an annual basis. Such awards may be made to an employee for a maximum of three years. 2.6 Merit Awards Where a teacher has demonstrated exceptional performance but cannot be rewarded financially due to having already reached the maximum point of the upper pay range or the leadership pay range for their post, the Trust can make a discretionary award. A merit award may also be applied in addition to an incremental increase where there has been exceptional performance by a teacher. Merit awards will be paid as a one-off lump sum after approval at Trust Pay Committee. This is a departure from The Document which the Trust has adopted for the benefit of staff using its academy freedoms. 2.7 Other Teacher Allowances Teachers who agree to provide learning activities outside of directed time and whose salary range does not take account of such activity may, subject to approval by the CEO and Finance Director, be entitled to an appropriate payment. Payments to part-time teachers will be made through the existing mechanisms of supply/additional hours payments up to full-time. Agreement to participate in learning activities outside of directed time (referred to as out of hours teaching ) will be documented to set out the work expected and the rate of payment. The rate of payment for out of hours teaching for the academic year commencing 1 st September 2017 will be 25 per hour up to a maximum of 150 per day. 2.8 Part time teachers Teachers employed on an on-going basis in any of the constituent academies but who work less than a full working week are deemed to be part-time. The Trust will ensure the teacher is issued with a written statement detailing their working time obligations and the standard mechanism used to determine their pay, subject to the provisions of the statutory pay and working time arrangements and by comparison with the respective academy s timetabled teaching week for a full time teacher in an equivalent post. 2.9 Short Notice/Supply Teachers Teachers who work on a day-to-day or other short notice basis will have their pay determined in line with the statutory pay arrangements in the same way as other teachers. Teachers paid on a daily basis will have their salary assessed as an annual amount, divided by 195 and multiplied by the number of days worked. Teachers who work less than a full day will be hourly paid and will also have their salary calculated as an annual amount. Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 6 of 18

2.10 Pay Progression Based on Performance Progression up the Trust s pay scales will be dependent on teacher performance. Across the Trust, all teachers can expect to receive regular, constructive feedback on their performance and will be subject to annual appraisal that recognises their strengths, informs plans for their future development, and helps to enhance their professional practice. The arrangements for teacher appraisal are set out in the Trust s Appraisal Policy. Where a teacher has been absent for some or all of the assessment period, pay decisions will be taken with reference to such information as is available. Pay Reviews The Trust will ensure that each teacher s salary is reviewed annually, with effect from 1 September and no later than 31 October (31 December in the case of the Principal of each academy) each year. Reviews may take place at other times of the year to reflect any changes in circumstances or job description that lead to a change in the basis for calculating an individual s pay. Pay will be backdated to 1 September. All teachers in the Trust will receive regular, constructive feedback on their performance and are subject to annual appraisal that recognises their strengths, informs plans for their future development, and helps to enhance their professional practice. These arrangements are set out in the Trust s Appraisal Policy. Pay decisions shall be rooted in the appraisal process for the relevant cycle. In the case of NQTs whose appraisal arrangements are different, pay recommendations will be made by means of the statutory induction process. Where a pay determination leads or may lead to the start of a period of safeguarding, the Trust Pay Committee will give the required notification as soon as possible and no later than one month after the date of the determination. Burgundy Book notice periods will apply and safeguarding commence thereafter. To be fair and transparent, assessments of performance will be properly rooted in evidence. Across the Trust, fairness will be ensured by reviewing and moderating all pay decisions prior to confirmation, thus ensuring a consistent application and interpretation of criteria and evidence. In making decisions on the pay of teachers, the Trust will act with integrity, objectivity and honesty in the best interests of each academy; will be open about decisions made and actions taken, and will be prepared to explain decisions and actions to interested persons. Nothing in the above requires the Trust to disclose material relating to any employee, or anyone proposed to be employed at each academy, nor to any named pupil or candidate for admission to each academy, nor to any matter which, by reason of its nature, the Trust is satisfied should remain confidential. Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 7 of 18

2.10.1 Mainscale Teachers The main pay range for qualified teachers in the Trust is as follows: Main Pay Range for Teachers 2017 Annual Salary England and Wales (excluding the London Area) London Fringe Area Minimum 22,917 24,018 Maximum 33,824 34,934 M1 22,917 24,018 M2 24,728 25,828 M3 26,716 27,815 M4 28,772 29,878 M5 31,039 32,139 M6 33,824 34,934 * The above annual pay ranges are based on 2017 values and may vary from year to year Pay determinations will be made once a year, with effect from 1st September. Progression through the main scale will not be automatic and will be dependent on the teacher having made good progress as against the Core Teachers Standards. Under very exceptional circumstances, progression up the main pay range need not be limited to one point per year, and an assessment will be made regarding the appropriate pay point for each individual in accordance with the expected performance standards. Assessment The Principal of each constituent academy will review teacher appraisal reports and will make recommendations for performance based progression to the Trust Pay Committee for review and approval, using the criteria set out bellow. Judgements regarding a teacher s progress will be properly rooted in evidence. This evidence should show: Core Teachers Standards are met. Achievement of agreed annual targets In circumstances where a teacher has made good progress, but has only partially achieved the targets set at the start of the review period, a Principal may use their discretion to award a half progression point on the main scale. It will be possible for a no progression determination to be made without recourse to the capability procedure. Decision Process The Teacher shall meet with their appraiser at their annual review where a recommendation of one incremental point, if eligible, will be discussed and made. Should the teacher disagree with the recommendation then they shall be given the opportunity and reasonable notice to make additional submissions to their appraiser. This recommendation then goes to the Principal to put forward to the Trust Pay Committee. Once the Trust Pay Committee has conducted the review in accordance with the Trust Pay Policy, the Trust Pay Committee will approve the recommendation and instruct the Academy Principal to Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 8 of 18

notify teachers. A written statement will be given to teachers setting out their salary and any other financial benefits to which they are entitled, and where applicable giving information about the basis on which it was made. Where pay progression is awarded, this will take effect from 1 st September and may be backdated should the pay decisions not have been made by this date. Where a pay determination leads or may lead to the start of a period of safeguarding, the Trust will give the required notification as soon as possible and no later than one month after the date of the determination. Where a decision is made not to progress a teacher they shall be provided with verbal feedback from the Principal and notified in writing, as part of their written salary statement, of their right to appeal. 2.10.2 Unqualified Teachers The main pay range* for unqualified teachers across the Trust is as follows: Main Pay Range for Unqualified Teachers 2017 Annual Salary England and Wales (excluding the London Area) London Fringe Area Minimum 16,626 17,718 Maximum 26,295 27,384 UQR1 16,626 17,718 UQR2 18,560 19,650 UQR3 20,492 21,584 UQR4 22,427 23,517 UQR5 24,362 25,451 UQR6 26,295 27,112 *The above annual pay ranges are based on 2017 values and may vary from year to year Assessment In order to progress up the unqualified teacher range, unqualified teachers will need to show evidence of a successful appraisal with evidence of appropriate teaching and learning outcomes in line with national standards. Judgments will be properly rooted in evidence. As unqualified teachers move up the scale, this evidence should show: An improvement in teaching skills An increasing positive impact on pupil progress An increasing impact on wider outcomes for pupils Improvements in specific elements of practice identified to the teacher An increasing contribution to the work of the respective academy An increasing impact on the effectiveness of staff and colleagues Decision Process The Trust Pay Committee will be advised by the Finance Director in making all such decisions. Pay progression on the unqualified teacher range will be clearly attributable to the performance of the individual teacher. The Trust Pay Committee will be able to objectively justify its decisions. The procedure as laid out above for teachers shall apply to decision making on pay progression for unqualified teaching staff. Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 9 of 18

Where a decision is made not to progress a teacher they shall be provided with verbal feedback from the Principal and notified in writing, as part of their written salary statement, of their right to appeal. 2.10.3 Movement to the Upper Pay Range Applications and Evidence Any qualified teacher may apply to be paid on the upper pay range and any such application will be assessed in line with this policy. It is the responsibility of the teacher to decide whether or not they wish to apply to be paid on the upper pay range. Applications must be made on the BLT UPR Application template. A teacher can only submit one application for progression to the upper pay range in any academic year unless there are exceptional circumstances. Applications must be received by the Principal of each constituent academy no later than 30 September each year. Pay for progression on to the Upper Pay Range will take effect from the beginning of the academic year in which the application is approved, and pay will be backdated to September. If a teacher is simultaneously employed at another academy/school or schools outside of the Trust they may submit separate applications if they wish to be paid on the Upper Pay Range in that employment. The Trust will not be bound by any pay decision made by another academy/school. All applications should include the results of the two most recent reviews, or reviews from the last two cycles, including any recommendations on pay. A teacher may enclose any additional evidence to support their application. Where information from previous reviews is either not available or applicable the teacher may submit a statement and summary of evidence designed to demonstrate that the teacher meets the assessment criteria. If a teacher joins the Trust in September on a previously agreed Mainscale salary, an application to the Upper Pay Range will not be considered until the following September. This will be the case unless the teacher declared their intent to move through threshold at appointment and can provide evidence of two previously successful appraisals. Teachers who have had a break in service or a significant period of absence from work may submit additional evidence from a previous period if this is relevant to the assessment. All applications must be submitted using the Trust s Upper Pay range application form. Assessment An application from a qualified teacher may be successful where the relevant Principal is satisfied that: a) the teacher is highly competent in all elements of both the Teachers Core Standards and the Post Threshold Professional Standards*; and b) the teacher s achievements and contribution to the school are substantial and sustained For the purposes of this policy the following terms are defined: highly competent: means the teacher s performance is assessed as having excellent depth and breadth of knowledge, skill and understanding of the Teachers Standards in the particular role they are fulfilling and the context in which they are working substantial: means the teacher s achievements and contribution to the academy are significant, not just in raising standards of teaching and learning in their own classroom, or with their own groups of students, but also in making a significant wider contribution to academy Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 10 of 18

improvement, which impacts on student attainment and student progress, i.e. achievement, and the effectiveness of staff and colleagues sustained: means sustained over the full review period or a significant part thereof. The teacher must have had two consecutive successful appraisal cycles in the academy in order to move to the upper pay range, and have made good progress towards their objectives during this period. They will be expected to show that their teaching expertise has grown over the relevant period and is at least consistently good with elements of outstanding * core and professional standards can be found here. Applicants are expected to refer to these fully within the application. Decision Process The procedure as laid out above for teachers shall apply to decision making on pay progression for movement to the Upper Pay Range. Applications will be assessed against the criteria set out in above by each respective Academy Principal, who will make recommendations to the Trust Pay Committee along with those for NQTs, main scale teachers and support staff. The Trust Pay Committee will consider the recommendations in the light of the Trust Pay Policy. The Trust Pay Committee will instruct the Academy Principal or CEO to notify staff of the Committee s decisions. A written statement will be given to staff setting out their salary and any other financial benefits to which they are entitled, and where applicable giving information about the basis on which it was made. If successful, the applicant will move to the minimum salary of the upper pay range with effect from 1 September in the year of application. Where a decision is made not to progress a teacher they shall be provided with verbal feedback from the Principal and notified in writing, as part of their written salary statement, of their right to appeal. Upper pay range* for teachers across the Trust is as follows: Upper Pay Range 2017 Annual Salary England and Wales (excluding the London Area) London Fringe Area Minimum 35,927 37,017 Maximum 38,633 39,725 U1 35,927 37,017 U2a 36,593 37,682 U2b 37,258 38,346 U3a 37,946 39,035 U3b 38,633 39,725 * The above annual pay ranges are based on 2017 values and may vary from year to year If unsuccessful, the teacher will receive written feedback by the relevant Principal and this will be given within 10 working days of confirmation of the decision. 2.10.4 Upper Pay Range Pay Progression Pay determinations will be made once a year, with effect from 1st September. Progression through the upper pay scale will not be automatic and will be dependent on the teacher having evidenced through the appraisal system that they continue to meet the upper pay range criteria set out in 2.10.3 above. Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 11 of 18

Continued assessment of UPR teachers Where a teacher who is paid on the UPR is not meeting the criteria in 2.10.3, capability proceedings will begin. If that teacher is performing in a manner that would be expected of a Main Scale teacher, but is unable to sustain the level of performance required by a UPR teacher, then by mutual agreement the teacher can be placed back on an agreed point within the main scale as an alternative to capability proceedings. If a teacher on either scale is not performing to an acceptable standard, capability proceedings may ensue. This is a departure from The Document which the Trust has adopted for the benefit of staff using its academy freedoms. 2.10.5 Leadership Pay Progression Annual Pay Review All staff paid in the Leadership group will have their salary reviewed on an annual basis. The review will assess performance against agreed objectives. Each Academy Principal will agree and review his/her objectives with the CEO and Chair of the relevant Academy Council. Vice Principals and Assistant Vice Principals will agree and review their objectives with their Academy Principal. Teaching staff within the Trust Executive will agree and review their objectives with the CEO. The CEO will agree and review his/her objectives with the Chair of the Trust Board (where necessary, and by mutual agreement, in conjunction with an external adviser). Leadership pay scales are set out below. Leadership Pay Range* for teaching staff across the Trust is as follows: Leadership Pay Range 2017 Annual Salary England and Wales (excluding the London Area) London Fringe Area Minimum 39,374 40,458 Maximum 109,366 110,448 L1 39,374 40,458 L2 40,360 41,447 L3 41,368 42,454 L4 42,398 43,489 L5 43,454 44,546 L6 44,544 45,633 L7 45,743 46,835 L8 46,799 47,884 L9 47,967 49,055 L10 49,199 50,286 L11 50,476 51,561 L12 51,639 52,730 L13 52,930 54,021 L14 54.250 55,338 L15 55,600 56,684 L16 57,077 58,167 L17 58,389 59,485 L18 59,857 60,945 L19 61,341 62,429 L20 62,863 63,955 Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 12 of 18

L21 64,417 65,513 L22 66,017 67,108 L23 67,652 68,738 L24 69,330 70,423 L25 71,053 72,140 L26 72,810 73,903 L27 74,615 75,702 L28 76,466 77,551 L29 78,359 79,450 L30 80,310 81,393 L31 82,293 83,386 L32 84,339 85,431 L33 86,435 87,527 L34 88,571 89,663 L35 90,773 91,865 L36 93,020 94,109 L37 95,333 96,422 L38 97,692 98,781 L39 100,072 101,158 L40 102,570 103,663 L41 105,132 106,222 L42 107,766 108,858 L43 109,366 110,448 * The above annual pay ranges are based on 2017 values and may vary from year to year Assessment Objectives will be agreed by 31 December each year, and performance will be reviewed against these objectives no later than 31 October following the academic year being assessed. Decision Process The procedure as laid out above for teachers shall apply to decision making on pay progression for staff on the Leadership scale. Providing all objectives have been met, and subject to the constraints of the agreed pay range for the post, the reviewer will recommend that one leadership point will be awarded. In cases of exceptional performance, the reviewer may recommended the award of more than one leadership point. This recommendation is made to the Trust Pay Committee. The Trust Pay Committee will ensure that a written statement is given to all Leadership teachers and Executive Team teachers, setting out their salary and any other financial benefits to which they are entitled, and where applicable giving information about the basis on which the decision was made. The Trust Pay Committee is entitled to seek external professional advice regarding the pay progression of Academy Principals and the CEO. Where a decision is made not to progress a teacher they shall be provided with verbal feedback from the Principal and notified in writing, as part of their written salary statement, of their right to appeal. The Trust is conscious of its duty to set performance and appraisal objectives in default of agreement. This power will only be exercised as a last resort, after the appeal procedure has been exhausted. The general pay appeals procedure will apply. Teachers within the Leadership group and Executive Team are entitled to submit a written statement commenting on any objectives set, which will be taken into account at the time of the review. Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 13 of 18

2.11 Safeguarding In circumstances where a teachers' salary is reduced through no fault of his/her own, including the removal of a TLR or the reduction in the value of a TLR then the school will safeguard the teacher's original salary. This will be on a cash sum basis for a period of up to three years in accordance with the terms of the Document, subject to the provisions of 2.1 (v) of this policy. Normal notice shall be given in line with the Burgundy book. The Trust will notify the teacher of the details of any such safeguarding at the earliest opportunity and in any event within one month of the decision being made. In these circumstances the Academy Principal or CEO may assign the teacher to undertake such reasonable duties to the value of the cash sum safeguarded taking due account of the teacher's skills and experience. If the duties assigned are reasonable and the teacher declines to undertake them then the teacher will be issued with one month's notice to terminate the salary safeguarding. 2.12 Unpaid leave Paid leave during term time may be granted under the circumstances set out in our Absence Management Staff Procedure. However, very occasionally, there may be circumstances under which a teacher is granted unpaid leave during term time. Unpaid leave will be deducted from salary in the month in which it is taken. The daily rate for deduction will be calculated by taking the annual salary and dividing by 195 days. 3.0 Support Staff Pay This section of the policy sets out the framework for making decisions on support staff pay. 3.1 Basic determination of pay on appointment Support staff will be paid in accordance with the Kent Scheme pay framework. The Trust continues to apply incremental salary points within the Kent Scheme pay range, which are listed in the table below. Kent Scheme Band Scale pont Annual Salary Kent Scheme Band Scale pont Annual Salary KS2 4 14,856 KS1 0 KS2 5 14,987 KS1 0 KS2 6 15,119 KS1 0 KS2 KS3 7 15,252 KS1 KS1 0 1 KS3 8 15,681 KS1 1 KS3 9 16,110 KS1 1 KS3 10 16,538 KS1 1 KS4 KS3 11 16,967 KS1 1 36 35,077 37 36,022 38 36,975 39 37,921 40 38,883 41 39,831 42 40,736 43 41,737 Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 14 of 18

KS4 12 17,215 KS1 1 KS4 13 17,451 KS1 KS1 2 1 KS4 KS5 14 17,827 KS1 2 KS5 15 18,194 KS1 2 KS5 16 18,894 KS1 2 KS6 KS5 17 19,608 KS1 2 KS6 18 20,333 KS1 2 KS6 19 20,880 KS1 KS1 2 3 KS6 KS7 20 21,509 KS1 3 KS7 21 22,210 KS1 3 KS7 22 22,928 KS1 3 KS7 23 23,668 KS1 3 KS8 KS7 24 24,472 KS1 KS1 4 3 KS8 25 25,284 KS1 4 KS8 26 26,295 KS1 4 KS8 27 27,175 KS1 4 KS8 KS9 28 28,047 KS1 4 KS9 29 28,875 KS1 KS1 4 5 KS9 30 29,739 KS1 5 KS9 31 30,596 KS1 5 KS9 32 31,236 KS1 5 KS10 KS9 33 32,078 KS1 5 KS10 34 32,988 KS1 5 KS10 35 33,969 44 42,688 45 43,641 46 44,575 47 46,025 48 47,433 49 48,662 50 49,891 51 51,114 52 52,359 53 53,587 54 54,814 55 56,047 56 57,275 57 58,513 58 60,035 59 61,595 60 63,196 61 64,841 62 66,525 63 68,255 64 70,030 65 71,849 66 73,718 The Trust will determine the pay range for a vacancy prior to advertising it, recognising the value of job evaluation as a means of assessing the grade of a job in a fair and consistent way. This enables the school to fulfil its legislative and other employer obligations for equal pay for equal value as well as the need for a felt fair grading structure. Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 15 of 18

3.2 Pay Progression and Additional Awards The Trust will ensure that suitable arrangements are in place to review the performance of all support staff and will use this assessment to determine annual pay decisions in accordance with Kent Scheme, for those staff contracted under Kent Scheme conditions. KCC no longer publishes spinal points within the Kent Scheme pay range. The trust continues to use spinal points within the Kent Scheme pay range, adhering to the published maxima and minima for each pay band. Pay progression will take place annually with effect from 1st April. Progression within a pay band will not be automatic and will be dependent on performance against agreed targets. Progression can take the form of a half point for partial progress, a full point for good progress and two points for exceptional progress. Where a member of support staff has been absent for some or all of the assessment period, pay decisions will be taken with reference to such information as is available. In line with the Kent Scheme conditions, members of staff taking up a new appointment between 1 st April and 30 September will be eligible for a pay review with effect from the following April. Staff taking up a new appointment after 1 st October, will be due for pay progression one year from the following April. The Trust may also make appropriate use of any merit award or other reward system, both cash and non-cash within the Kent Scheme to recognise the performance and contribution of support staff in a positive and flexible way. The Trust will ensure that any such decision is in accordance with the schemes provisions. 3.3 Payments for Additional Hours The Trust will make appropriate payments to Support Staff undertaking additional hours, for example attending INSET and Out of School Learning Activities in accordance with the Kent Scheme of terms and conditions 3.4 Safeguarding For support staff the school will follow the relevant terms and conditions of employment for the safeguarding or protection of an employee's salary where it is reduced through no fault of the employee. 4 Appeals Any member of staff may seek a review of any determination in relation to his/her pay or any other decision taken by the Trust (or committee or individual acting with delegated authority) that affects his/her pay. The arrangements and process for this are set out in Appendix 1. 5 Other Pay Related Terms and Conditions In all other aspects of pay, such as maternity pay, paternity pay, sick pay etc, the Trust adheres to the following documentation: Teachers - The Conditions of Service for School Teachers in England and Wales (Burgundy Book); Support Staff - The Kent Scheme (Blue Book) Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 16 of 18

6 Review The pay policy will be reviewed annually in consultation with all staff and Trade Unions. In any event, the policy will be reviewed each time a new School Teachers Pay and Conditions Document comes into effect. POLICY REVIEW AND RATIFICATION Policy reviewed annually and ratified by the BLT Board in October This review by Finance Director September 2017 & HR Manager in consultation with staff and trade unions Amendments to this iteration of the policy have been made under the following headings: 1.3 Amendment to table 1 2.10.1 Mainscale Teachers 2.10.2 Unqualified Teachers 2.10.3 Movement to the Upper Pay Range 2.10.4 Upper Pay Range Pay Progression 2.10.5 Leadership Pay Progression 3.1 Basic determination of pay on appointment Ratified by BLT Board October 2017 Next review September 2018 Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 17 of 18

Appendix 1 Appeals procedure Appeals against pay decisions must meet the requirements of the dispute resolution provisions of employment law (further information on these can be found at the following link www.dti.gov.uk/er/resolvingdisputes.htm). The arrangements for considering appeals are as follows: A teacher may seek a review of any determination in relation to his or her pay or any other decision taken by the pay committee that affects his or her pay. The following list, which is not exhaustive, includes the usual reasons for seeking a review of a pay determination; That the person or committee by whom the decision was made: a) Incorrectly applied any provision of the BLT Pay Policy 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 teacher g) Received new evidence The order of proceedings is as follows: 1. The teacher receives written confirmation of the pay determination and where applicable the basis on which the decision was made. 2. If the teacher is not satisfied, he/she should seek to resolve this by discussing the matter informally with the decision-maker within ten working days of the decision. 3. Where this is not possible, or where the teacher continues to be dissatisfied, he/she may follow a formal appeal process. For any formal hearing or appeal the teacher is entitled to be accompanied by a colleague or union representative of their choice. Each step and action of this process must be taken without unreasonable delay. The timing and location of the formal meeting must be reasonable. The formal meeting must allow both parties to explain their cases. The panel shall be constituted of 3 trustees who were not members of the Trust Pay committee. 4. The teacher should set down in writing the grounds for questioning the pay decision and send it to the person (or committee) who made the determination, within ten working days of the notification of the decision being appealed against or of the outcome of the discussion referred to above. 5. The committee or person who made the determination should provide a hearing, within ten working days of receipt of the written appeal, to consider the appeal and give the teacher an opportunity to make representations in person. Following the hearing the employee should be informed in writing of the decision and the right to appeal within five working days. Brook Learning Trust / Pay Policy 2017-18 / October 2017 Page 18 of 18