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Teachers’ Pay 2013

Teachers’ Pay 2013. Note: this presentation is based on the DRAFT 2013 Teachers’ Pay & Conditions Document and cannot be taken as absolute until the publication of the final Document. Overview. First stage of reform National framework within which: Schools have greater autonomy

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Teachers’ Pay 2013

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  1. Teachers’ Pay 2013 Note: this presentation is based on the DRAFT 2013 Teachers’ Pay & Conditions Document and cannot be taken as absolute until the publication of the final Document

  2. 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 ! • Pay Award • Average of 1%

  3. Pay Decisions • New Pay Ranges wef 1 Sept 2013 • Review pay annually with effect from 1September • End to automatic progression • Decision to progress related to teacher’s performance • Inflationary increases • A decision not to progress may be made whether or not a teacher is subject to capability procedures • Pay permanent only as along as at the same school

  4. Upper Pay Range • Any qualified teacher may apply to be paid on the Upper Pay Range • No separate Threshold Standards • Pay any amount on Range if successful • Old process still applies until 31/10/13

  5. Lead Practitioners • AST and ET roles discontinued 2013 • Salary Protection • New “Lead Practitioner” 2013 • Leadership role - “modeling and leading improvement of teaching skills” • Can do outreach • School set Range within £37,461- £56,950 (⸗leadership) • Increases related to performance

  6. 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

  7. Key considerations The Pay Policy will set out all of these issues but what do heads/governors want it to say ? • What will be the criteria for, and amount of, performance progression ? • Inflationary increases • Who will make these decisions ? • PM Reviewer, Head, Governors ? • “a recommendation on pay must be made in writing as part of the appraisal report” • HT will assess Upper Pay Range applications – but now “advises” rather than “determines”

  8. Key considerations • Heads manage staff and are best placed to assess performance ? • Governors “hold leaders to account” • separation of functions – appeals • OFSTED will inspect • How pay decisions are made • How budget is used to differentiate between high & low performers • Correlation between overall quality of teaching and numbers on various pay levels

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