Teachers’ Pay 2013 Note: this presentation is based on the DRAFT 2013 Teachers’ Pay & Conditions Document
Overview • First stage of reform • National framework within which: • Schools have greater autonomy • “Headteachers manage staff and resources” • “Governing Bodies hold leaders to account for managing and rewarding performance in the interests of pupils” • Much simplified STPCD - more complex Pay Policy !
Pay Decisions • New Pay Ranges wef 1 Sept 2013 • But Sept 2013 pay decisions based on 2012 TPCD • Review pay annually • wef 1 September • 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
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”
Upper Pay Range • Any qualified teacher may apply to be paid on the Upper Pay Range • at any time from 1 Sept 2013 • paid any amount on Upper Pay Range if successful • Old process can still be used until 31/10/13 • Application successful if: • “the teacher is highly competent in all elements of the relevant standards” • “the teacher’s achievements and contribution to the school are substantial and sustained”
Lead Practitioners • AST and ET posts discontinued Sept 2013 • Salary Protection • New “Lead Practitioner” Sept 2013 • Leadership role - “Modeling and leading improvement of teaching skills” • “should advertise as other roles” – assimilate existing ASTs? • Can do outreach • School set Individual Range within Pay Range: £37,461- £56,950 (⸗leadership) • Increases related to performance
TLRs • No change to TLR1 and TLR2 • New TLR3s - Fixed-term • £500 - £2,500 • “Clearly time-limited school improvement projects or one-off externally driven responsibilities” • Fix duration at start, pay monthly • Limit on fixed-term length ? • Non-safeguarded • Focus on T&L as other TLRs
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
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
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
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
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
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
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 ?
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