Teachers pay presentation

To inform Heads/Deputies about the
significant changes to Schools
Teachers Pay and Conditions
To support Schools in planning these
Key changes in 2013 and 2014
What Schools need to do
Any questions
Headteachers, Deputy Headteachers and
Assistant Headteachers
TLR1 and TLR2 allowances
SEN allowances
Safeguarding of salary
Removal of fixed pay points for classroom teacher
pay grades
Performance related pay progression for all teachers
Temporary TLR (TLR3)
New criteria and local process for decision on UPS
New leading practitioner (LP) grade
Removal of AST & ET grades
No automatic “portability” between schools of pay
grade or salary point
Removal of three year limit on recruitment and
retention allowances
Four pay grades
Main Pay Scale Range
Upper Pay Scale Range
Leading Practitioner
Maximum and minimum – no specific points
Effective from September 2013
Any progression from September 2013 is based
on 2012 document
Pay Range
Main Pay Scale
Upper Pay Scale
Leading Practitioner
“A post whose primary purpose is to model and lead
improvement of teaching skills”
 Specific post in school staffing structure
 Paid on an individual post range within the new
Leading Practitioner pay range
 Different teachers in the same school may be placed on
different individual ranges
 Range overlaps with the Leadership range (up to L18)
 No national assessment for the role
 Expect national teacher standards to be used for local
Deputy Head(s)
Assistant Head(s)
Leading Practitioner(s)
Classroom Teachers
Main/Upper/Unqualified pay
 Any qualified teacher may apply to be paid on the
upper pay range
 An application from a qualified teacher will be
successful where:
The teacher is highly competent in all elements of the
relevant standards and
The teachers achievements and contribution to the school
are substantial and sustained
 The pay policy should set out the process for assessing
 Current post-threshold application process valid up to
31st October (round 13)
Schools may pay on UPR:
 Newly appointed teachers who meet the 2012
definition of ‘post threshold teacher’ and
 Teachers who were on UPR in another school
Schools must pay UPR on:
 Teachers who are already on UPR in the school,
 Existing teachers who are successful in their
threshold application under the 2012 STPCD,
 Teachers who were previously employed in the
school on the leadership spine or as AST or ET,
TLR1 and TLR2 unchanged (2013 Rates)
TLR 1 = £7,397 - £12,517
TLR2 = £2,561 - £6,259
Permanent associated with the post
New temporary TLR 3 (from Sept 2013)
For clearly time-limited school improvement
projects, or one-off externally driven
Annual value £505-£2,525
Fixed term must be established at the outset
The 3 year limit has been replaced by a
requirement for relevant bodies to conduct a
‘regular formal review’
Pay increase awarded on the main upper pay
range is permanent only while the teacher
remains employed at the school
Pay policies should set out how salary will be
determined on appointment after 1st
September 2013
Annual consideration of whether or not to
increase the salary of each teacher and by how
Decision must be related to the teacher’s
performance, as assessed through the school’s
appraisal arrangements
Recommendation on pay must be made in
writing as part of the teachers appraisal report,
and the governing body must have regard to this
recommendation in making their decision.
Increases may be differentiated, with the
amount of any increase attributable to the
performance of the individual teacher.
Continued good performance over a number
of years should give a classroom teacher a
reasonable expectation or progressing to the
top of the pay range
The school’s pay policy must set out clearly
how pay increases will be determined
School governing bodies must:
Adopt a policy that sets out:
The basis on which teachers’ pay is
determined; and the date by which the
teachers’ annual pay review will take place
Establish procedures for addressing teachers’
grievances in relation to their pay in
accordance with the Acas Code of Practice and
set out in the schools pay policy
Revise school pay and appraisal policies to
Mechanisms and criteria for performance related
pay ready for Sept 2014
Determination of salary on appointment
Consider whether to create Leading
Practitioner post from Sept 2013
Consider use of TLR3s
 Carry out appraisal reviews for teachers against targets
set last autumn
 Make and approve pay recommendations in line with
current appraisal policy.
 Set targets which will allow objective assessment for
performance related pay in 2014
 Governing bodies – determine what provision should
be made in the school’s budget for discretionary pay
increases in 2014
 For any newly appointed teacher determine a statutory
salary in accordance with the schools pay policy
Carry out appraisal reviews and make and
approve performance related pay
recommendation in accordance with the
schools pay policy

similar documents