1. Teachers’ Pay Changes September 2013 and September 2014 Education Personnel Services

2. A brief reminder of current pay arrangements A summary of the proposed changes and their implications Consider the information that OfSted are likely to seek Share the actions being undertaken by EPS Consider the immediate actions for governing bodies Share messages from LA review of Headteacher pay progression Explore the particular issues for academy schools Aims and objectives of this briefing:

3. A structured 9 point pay spine − 6 points on the Main Pay Spine − 3 points on the Upper Pay Spine Progression takes effect 1 September: − w ithin Main Pay Spine mainly determined by length of service − onto and within Upper Pay Spine by application, based on last two years performance management reviews and with an assessment against threshold standards and national criteria The current position: main/upper scales

4. Advanced Skills Teachers (with 20% outreach work) and Excellent Teachers with their own pay ranges − Only applicable where schools have chosen to have such a post in their structure Unqualified teacher scale: − a structured six point pay scale The current position: other pay scales

5. Teaching and Learning Responsibility payments (TLRs) for management responsibility – can only be used for permanent responsibilities in the staff structure Recruitment allowances limited to three years Retention allowances limited to three years, but extendable in exceptional circumstances The current position - allowances

6. Teachers’ Pay Ranges Retention of 5 main pay ranges: –Unqualified teacher pay range –Main pay range –Upper pay range –Leading practitioner pay range (similar to AST/ET range) –Leadership pay ranges BUT: –With the exception of leadership pay, no other range will have specific points – each will have a minimum and maximum salary amount

7. Retention of an Upper Pay Range − Retaining an application process but is for local determination − “Simpler” criteria with removal of additional standards Introduction of Leading Practitioner role and range and removal of Advanced Skills/Excellent Teacher ranges September 2013 / 2014 – pay ranges

8. Progression determined by performance: − decision to award an increase must be related to performance − recommendation on pay must be made in writing and relevant body (Governors’ Pay Committee) must have regard to this recommendation − increases must be differentiated, such that the amount of any increase is “clearly attributable” to the performance of the teacher − should be a reasonable expectation of progressing to the top of their respective pay range if performing well Pay progression

9. Introduction of an additional fixed term “TLR 3”: − for project related responsibilities − £500-£2,500 − must be paid on monthly basis for fixed-term period Ability to award recruitment or retention allowances for longer than a three year period Other allowances (eg SEN) retained with same criteria September 2013 / 2014 – allowances

10. Ofsted Effective performance management and evidence of pay decisions are influencing factors in the judgement of quality of leadership and management Inspectors will consider: − whether governors understand how the school makes decisions about teachers’ salary progression − whether governors rigorously performance manage the headteacher

11. Judgements will include: 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

12. Information that will be sought: anonymised information from last three years which shows the proportion of teachers who have: − progressed along the main pay scale/range − progressed through the upper pay scale/range − progressed along the leadership scale − received additional responsibility payments information regarding numbers of teachers in the upper pay spine/range will be compared against the overall quality of teaching

13. Action by Education Personnel Working group of Headteacher representatives to develop a pragmatic approach to differentiated pay and a consulted model pay policy ready for localisation Attending Local Government working groups to ensure consideration given to approaches across the South East Programme of workshops for Headteachers/SLT members to consider practical implementation of new provisions Programme of consultation with unions already in place ready for model policy to be released late July

14. Action for Governing Bodies ensure Headteacher / Lead SLT member attends a workshop give consideration to whether the school structure requires a Leading Practitioner post consider whether there are any projects or initiatives for which a TLR 3 may be appropriate determine how will you ensure consistency and robustness of performance management decisions and therefore pay decisions plan to enable sufficient time to review and localise the pay policy

15. LA review of Headteacher pay v school performance School Teacher Pay and Conditions Document (STPCD) –no progression unless “sustained high quality of performance” Good practice in good/outstanding schools and those where results above floor standards Some issues in satisfactory/requiring improvement (RI) schools/those below floor standard –Many heads in satisfactory/RI schools receiving progression and some receiving additional allowances –are all of these heads sustaining “high quality of performance”? Concerns –More OfSted challenge and rigour in this area –Is there appropriate use of public money?

16. Further advice and guidance can found on the Governor Services website www.hants.gov.uk/education/governors Login using your Governor ID and then click on Latest news and newsletters OR Governance A to Z, then P, Personnel Topic Area scroll down and click on pay and conditions tab. http://www3.hants.gov.uk/education/governors/governo rs-hantsgov/paybriefing-april2013.htm

17. Questions? Governors from academy schools should remain for a second presentation summarising key issues for academies