School Teachers’ Pay and Conditions Document 2014 The interim School Teachers’ Pay and Conditions Document (STPCD) 2014 and accompanying Departmental advice – can be found in school-teachers-pay-and-conditions school-teachers-pay-and-conditions-2014 and and-revising-school-teachers-pay and-revising-school-teachers-pay.

Summary of Changes The main changes to the Document for September 2014 – subject to the outcome of final consultation - are as follows: –Revised framework for setting pay for leadership positions after 1 September –Simplified leadership pay arrangements – removal of specified pay points. –Removal of prescribed differentials between allowances; existing requirement for pay differentials between roles also removed © Head Support Ltd 20132

Summary of Changes –Streamlining of leadership allowances by bringing them into base pay, save for exceptional, time-bound payments e.g. for relocation and housing. –Abolition of the Chartered London Teacher scheme, with proposed 2-year phase-out period. –Consolidation (and simplification?) of the existing safeguarding provisions. © Head Support Ltd 20133

Summary of Changes –Removal of the list of 21 administrative / clerical tasks. –Removal of the non-statutory Section 4 guidance. –Section 3 is now significantly shorter than the 2013 version and only contains guidance that it is essential to retain in statutory form. –A number of revisions to reflect necessary updates which have arisen since the last STPCD was published, in September i.e. “tidying up” © Head Support Ltd 20134

What Hasn’t Changed 1265 hours; 195 days Salary safeguarding (other than consolidation of provisions) Lack of national standards for TLR holders, Assistant Heads and Deputy Heads TLRs themselves other than the abolition of the £1500 differential Leadership & Management time PPA time © Head Support Ltd 20135

Leadership Pay No automatic requirement to review Pay progression decisions for September 2014 based on 2013 STP&C Pay progression for 2015 based on STP&C 2014 All schools will need a revised Pay Policy to reflect decisions © Head Support Ltd 20136

Leadership Pay Changes to the determination of leadership group pay under this Document should only be applied to individuals appointed to a leadership post on or after 1st September 2014, or whose responsibilities have significantly changed. © Head Support Ltd

Head Teacher The relevant body must ensure that the process of determining the remuneration of the head teacher is fair and transparent. There should be a proper record made of the reasoning behind the determination of the individual school range and any discretionary payments made to the head teacher. © Head Support Ltd 20138

Head Teacher Pay No requirement for immediate change Pay progression for 2014 based on 2013 STP&CD New rules for 2015 in the 2014 STP&CD Greater flexibility on salary progression (or no progression) Possible differentiation of expectations with experience © Head Support Ltd 20139

Head Teacher Pay Pay policy will define: - Criteria for progression and speed of progression: - meeting appraisal targets - pupils outcomes - meeting school expectations etc. - What determines exceeding, meeting, or not meeting expectations? © Head Support Ltd

Head Teacher Pay If GB determines a review Pupil numbers remain basis of calculation based on single or multiple schools GB can then take account of: –school context /challenge –complexity of the role –accountability –recruitment and retention –benchmarking data © Head Support Ltd

Head Teacher Pay Pay Structure - No fixed pay points or number of points - Pay range vs. pay points - Pay progression criteria e.g. percent or pay points - Pay range must be within 25% of school group size - Discretionary payments (within 25% limit but not included in ISR) e.g. temporary additional responsibilities - Additional outside ISR e.g. relocation, residential. © Head Support Ltd

Head Teacher Pay Consider impact on remaining leadership structure Advertising - Basic ISR -Indicative salary - Flexibility for preferred candidate e.g. extended range / percentage addition (R&R payment?) -Outside 25% limit in exceptional circumstances (subject to business case and external advice) © Head Support Ltd

Wider Leadership Group Pay Schools may also choose to review the pay of all of their leadership posts under the new arrangements if they determine that this is required to maintain consistency with pay arrangements for new appointments to the leadership team made on or after 1 September © Head Support Ltd

Wider Leadership Group Pay As for H/T –No requirement for immediate change –September 2014 pay decision based on STP&CD 2013 –September 2015 as per Pay Policy / STP&CD 2014 © Head Support Ltd

Wider Leadership Group Pay If GB determines a review -Similar arrangements as for H/T -Need to avoid double counting of responsibilities -Benchmarking data? -Restrictions on differentials removed (e.g. comparison against highest paid classroom teacher -Impact of wider H/T role e.g. split site Exec H/T etc. © Head Support Ltd

Wider Leadership Group Pay No fixed pay points or number of points Pay range vs. pay points Pay progression criteria e.g. percent or pay points. Consider the impact on the head teacher pay range © Head Support Ltd

Pay Progression for Leadership Group The relevant body must consider annually whether or not to increase the salary of members of the leadership group (namely headteachers, assistant headteachers and deputy headteachers) who have completed a year of employment since the previous pay determination and, if so, to what salary within the relevant pay range. © Head Support Ltd

Pay Progression for Leadership Group The decision whether or not to award pay progression must be related to the individual’s performance, as assessed through the school or authority’s appraisal arrangements in accordance with the 2102 regulations in England © Head Support Ltd

Pay Progression for Leadership Group a recommendation on pay must be made in writing as part of the individual’s appraisal report, and the relevant body must have regard to this recommendation; pay decisions must be clearly attributable to the performance of the individual © Head Support Ltd

Pay Progression for Leadership Group sustained high quality of performance having regard to the results of the most recent appraisal carried out in accordance with the 2012 regulations or the objectives agreed or set should give the individual an expectation of progression up the pay range © Head Support Ltd

Governing Body The relevant body should ensure that it reviews the performance of members of the leadership group, having regard to the criteria for leadership group progression, any recommendation on pay progression recorded in the teacher’s most recent appraisal report and any considerations set out in the relevant body's own pay policy © Head Support Ltd

TLRs Having decided to award a TLR, the relevant body must determine whether to award a first TLR (“TLR1”) or a second TLR (“TLR2”) and its value, in accordance with their pay policy, provided that- (a)the annual value of a TLR1 must be no less than £7,397 and no greater than £12,517; (b)the annual value of a TLR2 must be no less than £2,561 and no greater than £6,259 © Head Support Ltd