EPM Model Pay policy and the STPCD 2013-2014 Tuesday 4 th June 2013 10.00 - 12.00pm
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EPM Model Pay policy and the STPCD 2013-2014 Tuesday 4 th June 2013 10.00 - 12.00pm A Workshop for Headteachers and Senior Managers
description
EPM Model Pay policy and the STPCD 2013-2014 Tuesday 4 th June 2013 10.00 - 12.00pm. A Workshop for Headteachers and Senior Managers. To work with colleagues and achieve a draft of your proposed pay policy secure in the knowledge that you are on track!. Aim of the Workshop. - PowerPoint PPT Presentation
Transcript of EPM Model Pay policy and the STPCD 2013-2014 Tuesday 4 th June 2013 10.00 - 12.00pm
EPM Model Pay policy and the STPCD 2013-2014
Tuesday 4th June 201310.00 - 12.00pm
A Workshop for Headteachers and Senior Managers
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To work with colleagues and achieve a draft of your proposed pay policy secure in the knowledge that you are on track!
Aim of the Workshop
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What’s in Your Delegate Pack?
1.EPM Model Pay Policy – white A42.DfE Departmental Advice - Toolkit – white A53.NASUWT/NUT checklist – pink4.Mr Gove’s comments – blue5.Exemplar Annexes – yellow6.Tweet Sheet7.Senior Leaders HR Course
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Pay decisions between now and Pay decisions between now and September 2013September 2013
Your current pay policy applies to pay decisions taken until September (including appointments for September)
Pay scales in advertisements until September 2012 are the 2012 ranges
Pay decisions for 1 September 2013 will be based on the 2012 Pay and Conditions document updated for any pay award in September 2013
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The EPM Model Pay PolicyThe EPM Model Pay Policy
The following slides cover the sections of the EPM Model Pay Policy, changes, and the decisions you will need to make.
1.INTRODUCTION
This section sets out the governing principles of the policy. There are no decisions required and the section updates the position from last year.
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The EPM Model Pay PolicyThe EPM Model Pay Policy
2. DELEGATION OF DECISION MAKING
2.1 Head teacher
Makes pay recommendations to governors
2.2 An appropriate committee structure
Review committee considers head’s recommendations Annex 1 is the Review procedure
2.3 Review of decisions
Review Appeals committee deals with appeals against the review committee decision ( ie handles the grievance, grievance procedure cannot be used for salary issues).
Annex 2 is the Appeal procedure
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The EPM Model Pay PolicyThe EPM Model Pay Policy
2.4 Appeals against salary or appraisal decisions
Sets out timescales
2.5 Threshold Application
Annex 3 will set out the school’s definition of “highly competent” and “substantial and sustained”.
2.6 Reviews and Appeals against any Threshold Application decision
2.7 The Chair of Governors
2.8 The Appraisal Review Governors for the Head teacher’s Performance Review
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The EPM Model Pay PolicyThe EPM Model Pay Policy
3. EXERCISE OF DISCRETION UNDER THE STPC DOCUMENT
3.1 Starting salary of new classroom teacher appointments.
no requirement to match previous salary
3.2 Calculation of Part Time Teachers’ salaries
3.3 Recruitment/Retention Incentives
to be set out in Annex 4
3.4 Staffing Structure
takes account of any financial limits determined by GB
the value of any TLR3 post
salary for any leading practitioner posts
3.5 Special Educational Needs
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The EPM Model Pay PolicyThe EPM Model Pay Policy
3.6 Awards for performance progression to teachers paid on the main classroom teachers’ pay spine or the upper pay spine
3.6.3 The school’s criteria for determining whether or not a teacher shall progress are set out in Annex 5 of this policy together with the salary points on the Main and Upper Pay scales adopted by the school and shall be made available to all teachers on the main classroom teacher pay scale and the upper pay spine.
3.6.4 …. pay will be differentiated …. progressing to the top of the appropriate pay range.
3.6.5 …could reasonably expect to reach the maximum of the scale in about five years …. newly qualified teacher
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The EPM Model Pay PolicyThe EPM Model Pay Policy
4. LEADING PRACTIONER POSTS
school may decide to include a leading practitioner post or posts in its staffing structure
salary range is the minimum and maximum of the previous AST post
primary purpose is for modelling and leading improvement of teaching skills
no requirement for outreach
Annex 6 sets out criteria for salary increase
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The EPM Model Pay PolicyThe EPM Model Pay Policy
5. THE LEADERSHIP GROUP
No change
6. ANNUAL ASSESSMENT OF THE SALARY OF TEACHERS
No change in terms of the assessment process
7. DETERMINATION OF LEADERSHIP GROUP SALARIES
No change
8. ADDITIONAL PAYMENTS FOR TEACHING STAFF (optional paragraph)
No change
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The EPM Model Pay PolicyThe EPM Model Pay Policy
9. UNQUALIFIED TEACHERS
The same arrangements for salary progression for teachers will also apply to unqualified teachers.
10. SALARIES OF SUPPORT STAFF
No change
11. SALARY SACRIFICE SCHEME*
No Change
12. REVIEW OF THE POLICY
No change
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The EPM Model Pay PolicyThe EPM Model Pay Policy
ANNEX 1 PROCEDURE FOR A REVIEW OF A SALARY DETERMINATION OR A PERFORMANCE MANAGEMENT DECISION BY THE REVIEW COMMITTEE OF THE GOVERNING BODY
No change ANNEX 2 PROCEDURE FOR AN APPEAL AGAINST A
SALARY OR PERFORMANCE MANAGEMENT DETERMINATION TO THE REVIEW APPEAL COMMITTEE OF THE GOVERNING BODY
No change
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The EPM Model Pay PolicyThe EPM Model Pay Policy
ANNEX 3
ACCESS TO THE UPPER PAY SPINE – THRESHOLD ASSESSMENT
ANNEX 4
RECRUITMENT AND RETENTION ALLOWANCES & BENEFITS
ANNEX 5
PROGRESSION FOR CLASSROOM TEACHERS ON THE MAIN SCALE, UPPER PAY SPINE AND UNQUALIFIED TEACHERS’ PAY SCALE
ANNEX 6
LEADING PRACTITIONER APPOINTMENT
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What Needs to Happen and When?What Needs to Happen and When?
Summer term 2013Review and revise pay and appraisal policiesClarity about:
how performance against the relevant standards will be assessed in accordance with the Appraisal Policy
how appraisal will be linked to pay under the Pay Policy• criteria for determination of pay increases• how school will ensure consistency and fairness in
setting and assessing objectivesConsultation with staff on proposals
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What Needs to Happen and When?What Needs to Happen and When?
Summer Term 2013 Governing Body to agree and adopt pay and appraisal policies including procedures for appealsGoverning Body to determine provision in the budget for discretionary pay awards and pay progressionSchool leadership ensures teachers understand changes and how new arrangements will workLine Managers start discussion with teachers on appraisal objectives and level of performance expected and how that will be assessedTimetable for assessment and the types of evidence on which judgements are based to be made clear
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The Senior Team at EPMThe Senior Team at EPMAddress St John’s House
Ermine Business Park Huntingdon Cambridgeshire PE29 6EP
Telephone 01480 421796Fax 01480 431992Email [email protected]
Roger Walker Jennie Elliott Alexandra Hawkins David Williams
Maureen Cooper Bev Curtis
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