1. Teachers’ Pay 2013 Note: this presentation is based on the DRAFT 2013 Teachers’ Pay & Conditions Document

2. 2 Overview First stage of reform National framework within which: o Schools have greater autonomy o “Headteachers manage staff and resources” o “Governing Bodies hold leaders to account for managing and rewarding performance in the interests of pupils” Much simplified STPCD - more complex Pay Policy !

3. 3 Pay Decisions New Pay Ranges wef 1 Sept 2013 But Sept 2013 pay decisions based on 2012 TPCD Review pay annually o wef 1 September o notify staff within one month Pay must be “permanent for as long as the teacher remains employed within the same school” No rules on starting salaries

4. 4 Pay Progression End to automatic progression on Main, Upper & Unqualified Ranges Pay Ranges have minimum and maximum amounts only Pay Policy to set out how progression will be determined “decision to increase or not….must be related to the teacher’s performance as assessed through [PM]” DfE say: “Differentiated progression between minimum and maximum amounts according to performance” “Continued good performance over a number of years must give reasonable prospect of reaching maximum”

5. 5 Upper Pay Range Any qualified teacher may apply to be paid on the Upper Pay Range o at any time from 1 Sept 2013 o paid any amount on Upper Pay Range if successful Old process can still be used until 31/10/13 Application successful if: o “the teacher is highly competent in all elements of the relevant standards” o “the teacher’s achievements and contribution to the school are substantial and sustained”

6. 6 Lead Practitioners AST and ET posts discontinued Sept 2013 o Salary Protection New “Lead Practitioner” Sept 2013 Leadership role - “Modeling and leading improvement of teaching skills” o “should advertise as other roles” – assimilate existing ASTs? o Can do outreach o School set Individual Range within Pay Range: £37,461- £56,950 (leadership) o Increases related to performance

7. 7 TLRs No change to TLR1 and TLR2 New TLR3s - Fixed-term o £500 - £2,500 o “Clearly time-limited school improvement projects or one-off externally driven responsibilities” o Fix duration at start, pay monthly o Limit on fixed-term length ? o Non-safeguarded o Focus on T&L as other TLRs

8. 8 Other issues Removal of limits on R&R payments - but with regular formal review No change to Leadership No change to SEN Allowances Appropriate use of discretionary payments

9. 9 Issues for Pay Policy Criteria for progression on Main, UQ and Upper Pay Ranges given: PM will provide the evidence One set of Teaching Standards for all Defining ‘good’ performance for continued progression (overall not just observations) Defining ‘highly competent’ and ‘substantial and sustained’ for access to Upper Pay Range Managing expectations of teachers who can apply at any time Value of performance pay progression given: No pay scales Expectation of differentiated reward

10. 10 Issues for Pay Policy Who will make the decisions ? Will reviewers make pay recommendations ? Role of Governors ? Ratify ? Record ? Monitor Challenge Upper Pay Range – HT ‘advises’ rather than ‘determines’ OFSTED will inspect How pay decisions are made How budget is used to differentiate between high & low performers – and that low performance is being addressed Correlation between overall quality of teaching, pupil outcomes and numbers on various pay levels

11. 11 The MODEL Pay Policy Approach Middle ground –minimise disputes –financially manageable Compliance with letter and spirit of TPCD (and OFSTED expectations) Consistency across schools – generally preferred approach –with scope for individual variation –some decisions must be made at school level Union position

12. 12 The MODEL Pay Policy Roles & Responsibilities Headteacher determine starting salaries below leadership? Headteacher/PM reviewer make pay recommendations? GB ratify all pay progression decisions, including Upper Pay Range applications? Timescales PM cycle GB/Pay Committee meetings Administrative processes (Payroll) Starting salaries No requirement to match – but consider current salary Advertising

13. 13 The MODEL Pay Policy Rigorous PM – overall performance Pay progression All employees get inflationary increases Assumption that teachers improve their professional performance through their careers –Good performance = progression as now –Other amounts for moderate/exceptional performance ? No progression does not mean capability, but…. Support those who do not improve year on year Monitoring/capability for those falling below minimum required standards

14. 14 The MODEL Pay Policy Upper Pay Range Restricted application through demonstration of sustained competence over 3 year period (1 at current school?) Timing of applications Criteria –Focus on contribution to wider school –Increasingly outstanding teaching (overall) TLR3s Head to decide ? Expression of interest and professional dialogue ?

15. 15 The MODEL Pay Policy Lead Practitioners (ASTs) Discretionary Payments GBs to amend as appropriate Adopting a Policy GB to determine their preferred model Consult staff – on that model Consider feedback on issues raised Amend Policy if appropriate Adopt before 1 September 2013