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Changes in School Teachers' Pay and Conditions Document (STPCD) 2013: Key Points and Impact

This document summarizes the modifications introduced in the School Teachers' Pay and Conditions Document (STPCD) 2013, highlighting the pivotal changes affecting teacher pay scales, performance appraisal outcomes, and the introduction of the Leading Practitioner post. With details on the number of draft versions published before the official release in September 2013 and an exploration of new pay ranges, the document sheds light on how these changes have impacted the pay structure and performance management in schools. Key benefits of implementing the Staff Performance system, including efficiency and evidence-based decision-making, are also outlined.

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Changes in School Teachers' Pay and Conditions Document (STPCD) 2013: Key Points and Impact

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  1. SIMS Personnel Tashya Sendanayake

  2. Questions • How many draft versions of the STPCD 2013 was published, before the official version was made available in September 2013? • 1 • 2 • 3

  3. Questions • 2. What statement out of the three below was not  a change described in the School Teachers Pay and Conditions Document 2013?   • Pay ranges with maximum and minimum values and mandatory scale points • Pay decisions based on the outcome of the teacher's performance appraisal • Introduction of the Leading Practitioner post

  4. Teacher pay changes

  5. STPCD 2013 03 September 2013 • Teachers Main Scale • The main and upper pay scales will be replaced by two pay ranges with maximum and minimum pay points • Removal of automatic increments • Leading Practitioner • Introduction of new scale and post for School Workforce 2014 • Removal of Advanced Skills Teacher and Excellent Teacher for School Workforce 2014 • Performance related pay for teachers • Pay progression after September 2014 dependant on a successful performance appraisal

  6. Teacher main scale- Spring 2013 • The option within the service term to define a pay range under a distinguished scale type. • Where a range is defined, the min and max values will be pulled through onto the contact with the ability to define an individual salary value.

  7. Impacted areas

  8. Leading Practitioner- Spring 2013 • Temporary work around from the Dfe for SWC 2013 posted on SupportNet • Posts of Advanced Skills Teacher and Excellent Teacher will be made inactive, and Leading Practitioner added.

  9. Performance related pay for teachers

  10. “We currently use a paper-based system and while it is effective, it does create problems in terms of time-management, accessibility, confidentiality, data analysis and CPD planning” Andrew Leigh (Assistant Head)

  11. Staff Performance in SIMS Personnel

  12. SIMS 2013 Summer 2 release

  13. Core benefits • Increases efficiency by automating the administration of performance management • Offers a range of flexible tools that can be utilised by all schools • Drives staff development across the school • Motivates staff through their active involvement in their own personal development • Evidence based decisions during appraisals

  14. Staff Performance licence price One off charge of: Bulk purchase discount: please get in contact with your account manager for more information

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