Stephanie Weeden Personnel Officer/HR Advisor in Personnel & Training Work part-time: - Monday; Tuesday; Thursday a.m. (term time) Working to Mel Funnell and Elaine Codling on changes to teachers’ pay at 1/9/2013

1% pay award and finalised STPCD Issued yesterday 1% applies to all scales and allowances but not to safeguarded sums – hard copies available today, with web address. Minimal changes to STPCD – one change relates to set criteria for UPS progression (addressed later)

Changes apply when? From 1 September 2013, once decisions have been made on pay changes arising from this academic year - Main scale teacher progression; - threshold round 13; - UPS progression; - AST progression

Affected by the changes: Teachers on the unqualified, main, upper pay scales Advanced Skills Teachers and Excellent Teachers

Not affected by the changes: Principals, Executive Headteachers, Headteachers, Heads of School, Deputy Heads, Assistant Heads (STRB remit for leadership pay – Local Government response) Support staff

Introduction of fixed-term TLR3 Minimum of £500 per year, maximum of £2500 Applies to existing TLR1 or TLR2 post holder? In job description? Formalise?

Removal of AST role and introduction of Leading Practitioner role ASTs and ET posts discontinued Leading Practitioner role introduce An end to outreach work ?

Removal of three year time limit on R&R allowances STPCD: not to be used for Teaching & Learning reasons, nor to reward for performance ‘regular formal review’ the expected duration of the allowance review date after which it may be withdrawn repeated renewing; accruing employment rights; risk of safeguarding payments

Introduction of pay differentials ESCC: additional ‘half point’ values ESCC: sheet with values of these, including the newly awarded 1% ESCC: Finance spreadsheets for maintained schools and academies to help with budget forecasting decision to award an increase must be related to performance recommendation on pay must be made in writing to (Pay Committee?) who must ‘have regard’ increases must be differentiated, such that the amount of any increase is “clearly attributable” to the performance of the teacher Teacher should be a reasonable expectation of progressing to the top of their respective pay range if performing well

Wholly objective: Ofsted criteria ESCC's framework for assessing teacher performance via collection of evidence based on Ofsted standards Outcome: teachers placed into one of four categories in the context of determining a performance pay award (outstanding / good / requires improvement / unsatisfactory) HTs will make performance pay awards for 'good ' or 'outstanding‘ only ‘working towards good’ equates to ‘requires improvement’ so will not be awarded pay aligns well with strategies for school improvement and effective resource management?” Teacher does not have to be under competency policy in order to receive no performance pay award

Ofsted Inspection Ofsted Inspectors take account of effective appraisal and evidence of pay decisions – these are influencing factors in the judgement of quality of leadership and management consideration of how well the head manages staff performance: − seek evidence that good performance is recognised in the performance management process and − that poor performance is rigorously challenged, with training and support provided consideration of how well the head uses the staff budget to differentiate appropriately between high and low performers Ofsted Inspector Guidance is appended to draft model pay policy.

More flexibility on starting salaries Appointing a teacher from another school - no requirement to match existing salary Concerns: UPR teachers disadvantaged/discriminated against? Realistic approach/assessment – if you want experience, you will need to pay for it Comparable posts within school/alliance should inform Advertisement for main can only result in appointment of main range Will alliances/clusters agree and adopt the same arrangements for transferable pay between each other?

Application for Upper Pay Range Changed wording in yesterday’s finalised STPCD Criteria for successful UPR application is set Schools put in their policy how they interpret the set criteria, but may stay within the natural meanings of the words used Governors consider applications, which must have a HT recommendation attached Teachers with QTS can apply ‘at least once a year’ – do you want to narrow that down?

Anticipated ‘pinch points’ Equalities - you already undertake performance-based pay for UPS teachers – the overall meaning is the same. Teachers to know and understand at Appraisal what performance will achieve ‘good’ or ‘outstanding’; and what pay that might attract.

Pinch points, continued Appraisers must recommend on pay progression at that meeting, with the teacher there. Skills needed to hold that potentially difficult conversation Appraiser training?

Pinch points, continued Part-time teachers -Disadvantaged if lack of opportunity to undertake work which might demonstrate ‘good’ or ‘outstanding’ performance. -Not able to demonstrate UPS criteria of substantial and sustained contribution, limiting opportunity to access/progress on UPR?

Dealing with absence in context of pay progression Can’t take account of maternity absence Lynton has consulted on wording which allows her to ‘consider, in a compassionate way’ whether a teacher who is on Stage 1 absence or beyond, should be awarded performance pay.