Wirral Grammar School for Girls Pay Progression and Appraisal In order to move up the new pay ranges, all teaching in appraisal lesson observations must be judged as at least "good". Teachers will need evidence to prove th a t they are meeting all the Teachers' Standards and also re fe r to the W irral Grammar Upper Pay Range Standards and Excellent Teacher Standards fo r fu rth e r progression. Evidence of meeting these standards will be discussed at appraisal and review meetings during the year. I t is the responsibility of the teacher to provide evidence fo r these meetings e.g running e xtra curricular events as an example o f meeting section 8 o f the Teachers' Standards or developing schemes of work and departmental policy fo r Upper Pay Range standard 1. The following are the pay scales e ffe c tiv e from 1st September 2015. Pay Range
Standards
M l €22,244 M2 £24,002
All Teachers' Standards All Teachers' Standards and any 1 from the Upper Pay Range Standards All Teachers' Standards and any 2 from the Upper Pay Range Standards
M3 £25,932 M4 £27,927
All Teachers' Standards and any 3 from the Upper Pay Range Standards
M5 £30,128
All Teachers' Standards and any 4 from the Upper Pay Range Standards
M 6£32,509
All Teachers' Standards and any 5 from the Upper Pay Range Standards All Teachers' Standards and all 10 from the Upper Pay Range Standards
UPR1 £35,218 UPR2 £36,523 UPR3 £37,871
All Teachers' Standards, all 10 from the Upper Pay Range Standards and any 1 from the Excellent Teacher Range fo r professional development. All Teachers' Standards, all 10 from the Upper Pay Range Standards and any 3 from the Excellent Teacher Range fo r professional development.
W irral G ram m ar S ch o o l for Girls Pay Policy
The Governing Body of Wirral Grammar School for Girls School adopted this policy on ........2013
INTRODUCTION This policy sets out the framework for making decisions on teachers’ pay. It has been developed to comply with current legislation and the requirements of the School Teachers’ Pay and Conditions Document (STPCD) and has been consulted on with staff and/or the recognised trade unions. In adopting this pay policy the aim is to: • maximise the quality of teaching and learning at the school ■ support the recruitment and retention o f a high quality teacher workforce ■ enable the school to recognise and reward teachers appropriately for their contribution to the school • help to ensure that decisions on pay are managed in a fair, just and transparent way Pay decisions at this school are made by the Governing Body after recommendations from the pay committee of the Governing Body.
PAY REVIEWS The Governing Body will ensure that each teacher’s salary is reviewed annually, with effect from 1 September and no later than 31 October each year, and that all teachers are given a written statement setting out their salary and any other financial benefits to which they are entitled. Reviews may take place at other times of the year to reflect any changes in circumstances or job description that lead to a change in the basis for calculating an individual’s pay. A written statement will be given after any review and where applicable will give information about the basis on which it was made. Where a pay determination leads or may lead to the start of a period of safeguarding, the Governing Body will give the required notification as soon as possible and no later than one month after the date of the determination.
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BASIC PAY DETERMINATION ON APPOINTMENT The Governing Body will determine the pay range for a vacancy prior to advertising it. On appointment it will determine the starting salary within that range to be offered to the successful candidate. In making such determinations, the Governing Body will take into account a range of factors, including: ■ * ■ ■
the nature o f the post the level of qualifications, skills and experience required market conditions the wider school context
PAY PROGRESSION BASED ON PERFORMANCE The changes in the 2013 Document mean that September 2013 will be the last time when teachers on the main scale receive annual increments and the pay decisions made in September 2014 will be linked to assessments of performance. (Appendix 1) In this school all teachers can expect to receive regular, constructive feedback on their performance and are subject to annual appraisal that recognises their strengths, informs plans for their future development, and helps to enhance their professional practice. A mid-year review will take place in February to remind appraisees of what is being judged and what evidence is being looked at/considered to inform judgments and any risk to progression arising from performance must be signalled at this stage. The arrangements for teacher appraisal are set out in the school’s appraisal policy. Decisions regarding pay progression will be made with reference to the teachers’ appraisal reports and the pay recommendations they contain. In the case of NQTs, whose appraisal arrangements are different, pay decisions will be made by means of the statutory induction process. It will be possible for a ‘no progression’ determination to be made without recourse to the capability procedure. To be fair and transparent, assessments of performance will be properly rooted in e vidence . In this school we w ill ensure fa irn e ss by m aking sure th a t all appraisers
are trained and that the Head teacher or senior managers check that objectives and assessments are consistent, appropriate to the level o f pay and that there is quality assurance and moderation. The evidence we will use will include a range o f sources that may be used as the 2
basis for assessing performance (e.g. self-assessment, peer review, tracking pupil progress, lesson observations and job description.)
Teachers’ appraisal reports will be used by the Head teacher to make pay recommendations to the pay committee of the Governing Body. Final decisions about whether or not to accept a pay recommendation will be made by the Governing Body, having regard to the appraisal report and taking into account advice from the senior leadership team. The Governing Body will consider its approach in the light of the school’s budget and ensure that appropriate funding is allocated for pay progression at all levels. In linking progression pay to performance the Governing Body will consider an additional experience point where the teacher’s performance in the previous twelve months was excellent, exceeding the Teachers’ Standards and their appraisal objectives, having regard to all aspects o f his/her professional duties including their job description but in particular their classroom teaching. In this school judgments’ of performance will be made against the extent to which teachers have met their individual objectives and the Teachers’ standards (Teachers’ Standards/UPS Standards/Excellent Teacher Standards) and how they have contributed to pupil progress; impact on wider outcomes for pupils; improvements in specific elements o f practice, such as behaviour management or lesson planning; impact on effectiveness of teachers or other staff; wider contribution to the work of the school. Teachers below threshold may be eligible for a pay increase if they meet all their objectives, are assessed as meeting all 'Teachers’ Standards and teaching is assessed as at least good. MOVEMENT TO THE UPPER PAY RANGE Applications and Evidence Any qualified teacher who would meet the post threshold criteria may apply to be paid on the upper pay range and any such application must be assessed in line with this policy. It is the responsibility of the teacher to decide whether or not they wish to apply to be paid on the upper pay range. A pplications m a y be m ade once a ye a r at the sta rt o f the A ca dem ic Y e ar and no later than th e
end of September. If a teacher is simultaneously employed at another school(s), they may submit separate applications if they wish to apply to be paid on the upper pay range in that school or schools. This school will not be bound by any pay decision made by 3
another school. All applications should include the results of reviews or appraisals under the 2011 or 2012 regulations, including any recommendation on pay (or, where that information is not applicable or available, a statement and summary of evidence designed to demonstrate that the applicant has met the assessment criteria). Applications should contain evidence from their last two appraisals and should be in writing on the standard form to the Head teacher. The Assessment An application from a qualified teacher will be successful where the Governing Body is satisfied that: (a) the teacher is highly competent in all elements of the relevant standards (Teachers’ Standards/UPS Standards/Excellent Teacher Standards); and (b) the teacher’s achievements and contribution to the school are substantial and sustained. For the purposes of this pay policy: *
'highly competent’ means performance which is not only good but also good enough to provide coaching and mentoring to other teachers, give advice to them and demonstrate to them effective teaching practice and how to make a wider contribution to the work o f the school, in order to help them meet the relevant standards and develop their teaching practice
■ ‘substantial’ means of real importance, validity or value to the school; play a critical role in the life of the school; provide a role model for teaching and learning; make a distinctive contribution to the raising o f pupil standards; take advantage o f appropriate opportunities for professional development and use the outcomes effectively to improve pupils’ learning; and ■ ‘sustained’ means maintained continuously over a long period e.g. two school years. The application will be assessed robustly, transparently and eguitably, including discussions with the line manager/subject leader/head of year as well as a meeting with the Head teacher. Teachers lesson observation grades should be at least good with outstanding features. Processes and procedures The assessment will be made within 20 working days and the applicant will receive a response to their application. If successful, applicants will move to the upper pay range and their pay will be backdated from the 1st September. 4
If unsuccessful, feedback will be provided by the Head teacher within 20 working days of the decision. Any appeal against a decision not to move the teacher to the upper pay range will be heard under the school’s general appeals arrangements. PART-TIME TEACHERS Teachers employed on an ongoing basis at the school but who work less than a full working week are deemed to be part-time. The Governing Body will give them a written statement detailing their working time obligations and the standard mechanism used to determine their pay, subject to the provisions of the statutory pay and working time arrangements and by comparison with the school’s timetabled teaching week for a full-time teacher in an equivalent post. SHORT NOTICE/SUPPLY TEACHERS Teachers employed on a day-to-day or other short notice basis will be paid on a daily basis calculated on the assumption that a full working year consists of 195 days; periods of employment for less than a day being calculated pro-rata. PAY INCREASES ARISING FROM CHANGES TO THE DOCUMENT All teachers are paid in accordance with the statutory provisions of the Document as updated from time to time. MONITORING THE IMPACT OF THE POLICY The Governing Body will monitor the outcomes and impact of this policy on a yearly basis, including trends in progression across specific groups of teachers to assess its effect and the school’s continued compliance with equalities legislation.
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