EPM Model Pay policy and the STPCD Tuesday 4 th June pm A Workshop for Headteachers and Senior Managers

2 To work with colleagues and achieve a draft of your proposed pay policy secure in the knowledge that you are on track! Aim of the Workshop

3 What’s in Your Delegate Pack? 1.EPM Model Pay Policy – white A4 2.DfE Departmental Advice - Toolkit – white A5 3.NASUWT/NUT checklist – pink 4.Mr Gove’s comments – blue 5.Exemplar Annexes – yellow 6.Tweet Sheet 7.Senior Leaders HR Course

4 Pay decisions between now and September 2013 Your current pay policy applies to pay decisions taken until September (including appointments for September) Pay scales in advertisements until September 2012 are the 2012 ranges Pay decisions for 1 September 2013 will be based on the 2012 Pay and Conditions document updated for any pay award in September 2013

5 The EPM Model Pay Policy The following slides cover the sections of the EPM Model Pay Policy, changes, and the decisions you will need to make. 1. INTRODUCTION This section sets out the governing principles of the policy. There are no decisions required and the section updates the position from last year.

6 The EPM Model Pay Policy 2. DELEGATION OF DECISION MAKING 2.1Head teacher Makes pay recommendations to governors 2.2An appropriate committee structure Review committee considers head’s recommendations Annex 1 is the Review procedure 2.3Review of decisions Review Appeals committee deals with appeals against the review committee decision ( ie handles the grievance, grievance procedure cannot be used for salary issues). Annex 2 is the Appeal procedure

7 The EPM Model Pay Policy 2.4Appeals against salary or appraisal decisions Sets out timescales 2.5Threshold Application Annex 3 will set out the school’s definition of “highly competent” and “substantial and sustained”. 2.6Reviews and Appeals against any Threshold Application decision 2.7The Chair of Governors 2.8The Appraisal Review Governors for the Head teacher’s Performance Review

8 The EPM Model Pay Policy 3.EXERCISE OF DISCRETION UNDER THE STPC DOCUMENT 3.1Starting salary of new classroom teacher appointments. no requirement to match previous salary 3.2Calculation of Part Time Teachers’ salaries 3.3Recruitment/Retention Incentives to be set out in Annex 4 3.4Staffing Structure takes account of any financial limits determined by GB the value of any TLR3 post salary for any leading practitioner posts 3.5Special Educational Needs

9 The EPM Model Pay Policy 3.6Awards for performance progression to teachers paid on the main classroom teachers’ pay spine or the upper pay spine 3.6.3The school’s criteria for determining whether or not a teacher shall progress are set out in Annex 5 of this policy together with the salary points on the Main and Upper Pay scales adopted by the school and shall be made available to all teachers on the main classroom teacher pay scale and the upper pay spine …. pay will be differentiated …. progressing to the top of the appropriate pay range …could reasonably expect to reach the maximum of the scale in about five years …. newly qualified teacher

10 The EPM Model Pay Policy 4.LEADING PRACTIONER POSTS school may decide to include a leading practitioner post or posts in its staffing structure salary range is the minimum and maximum of the previous AST post primary purpose is for modelling and leading improvement of teaching skills no requirement for outreach Annex 6 sets out criteria for salary increase

11 The EPM Model Pay Policy 5.THE LEADERSHIP GROUP No change 6.ANNUAL ASSESSMENT OF THE SALARY OF TEACHERS No change in terms of the assessment process 7.DETERMINATION OF LEADERSHIP GROUP SALARIES No change 8.ADDITIONAL PAYMENTS FOR TEACHING STAFF (optional paragraph) No change

12 The EPM Model Pay Policy 9.UNQUALIFIED TEACHERS The same arrangements for salary progression for teachers will also apply to unqualified teachers. 10.SALARIES OF SUPPORT STAFF No change 11.SALARY SACRIFICE SCHEME* No Change 12.REVIEW OF THE POLICY No change

13 The EPM Model Pay Policy ANNEX 1 PROCEDURE FOR A REVIEW OF A SALARY DETERMINATION OR A PERFORMANCE MANAGEMENT DECISION BY THE REVIEW COMMITTEE OF THE GOVERNING BODY No change ANNEX 2 PROCEDURE FOR AN APPEAL AGAINST A SALARY OR PERFORMANCE MANAGEMENT DETERMINATION TO THE REVIEW APPEAL COMMITTEE OF THE GOVERNING BODY No change

14 The EPM Model Pay Policy ANNEX 3 ACCESS TO THE UPPER PAY SPINE – THRESHOLD ASSESSMENT ANNEX 4 RECRUITMENT AND RETENTION ALLOWANCES & BENEFITS ANNEX 5 PROGRESSION FOR CLASSROOM TEACHERS ON THE MAIN SCALE, UPPER PAY SPINE AND UNQUALIFIED TEACHERS’ PAY SCALE ANNEX 6 LEADING PRACTITIONER APPOINTMENT

15 What Needs to Happen and When? Summer term 2013 Review and revise pay and appraisal policies Clarity about:  how performance against the relevant standards will be assessed in accordance with the Appraisal Policy  how appraisal will be linked to pay under the Pay Policy criteria for determination of pay increases how school will ensure consistency and fairness in setting and assessing objectives Consultation with staff on proposals

16 What Needs to Happen and When? Summer Term 2013 Governing Body to agree and adopt pay and appraisal policies including procedures for appeals Governing Body to determine provision in the budget for discretionary pay awards and pay progression School leadership ensures teachers understand changes and how new arrangements will work Line Managers start discussion with teachers on appraisal objectives and level of performance expected and how that will be assessed Timetable for assessment and the types of evidence on which judgements are based to be made clear

17 The Senior Team at EPM Address St John’s House Ermine Business Park Huntingdon Cambridgeshire PE29 6EP Telephone Fax Roger Walker Jennie Elliott Alexandra HawkinsDavid Williams Maureen CooperBev Curtis