SCHOOLS!!

Overview

Teaching Staff Pay & Conditions Non-Teaching Staff Pay & Conditions Leadership Group’s Pay & Conditions Contracts Questions & Answers

Terms of Reference

School Teacher’s Pay & Conditions Document 2008

www.teachernet.gov.uk www.governornet.gov.uk www.lg-employers.gov.uk www.dfes.gov.uk

Trade Unions

NUT – Jerry Glazier National Union of Teachers

ATL – Mike Everett Association of Teachers & Lecturers

NASUWT – Mark Broomfield NAHT – Bob Werrett/Amanda Keech

National Association for Headteachers

Classroom Teachers Pay Scale

Scale Point Annual Salary

England and Wales

£

M1 See portal M2 for rates M3 M4 M5 M6

Classroom Teachers Newly qualified teachers are usually placed

at the bottom of the scale ( M1 ) and progress up the scale on 1st September each year, subject to satisfactory performance.

Schools have discretion to appoint further up the scale to take account of previous relevant experience.

Any cost of living increases are effective from 1st September.

Threshold

Scale Point Annual Salary England & Wales

£

U1 See portal U2 for rates U3

Threshold

Once on M6 can submit application to progress through threshold.

Headteacher assesses application. Payment with effect from 1st September. Progression criteria outlined in Pay and Conditions

Document. May only progress up the scale following two

successful performance reviews ( every 2 years ). Staff on leadership scale reverting to mainscale post

deemed to have passed through threshold. Schools use discretion regarding which point to pay on.

Management Allowances Were awarded to classroom teachers who carried out

significant management responsibility. Between 31st March 2004 and 31st December 2005

could only be offered for fixed term of up to 1 year. Schools can no longer award new management

allowances. All management allowances are now safeguarded. Safeguarding ends either

When fixed term expires On 31st December 2008 When salary level exceeds the level of safeguarded

sum.

TLR Payments Teaching and Learning Responsibility

payments Payable on or after 1st January 2006 “a significant responsibility that is not

required of all classroom teachers” Set criteria in Pay & Conditions book TLR2 – lower level ( between £2,422 and

£5,920 ) TLR1 – higher level. Must include line

management responsibility ( between £6,997 and £11,841 )

TLR Payments Schools can set their own TLR payments but

must maintain at least £1,500 differential between levels

Awarded to the post not the person Can only be temporary if teacher covering

post eg. Maternity, sick leave etc. All schools to have produced a new staffing

structure including new TLR posts by 31st December 2005, to be implemented by 31st December 2008.

Safeguarding if from determination for 3 years

Special Educational NeedsAllowance (SEN)

First SEN allowance - £1,912 Awarded if

working within a special school teaching mainly children with SEN statements teaching mainly children who are hearing or

visually impaired Second SEN allowance - £3,778 Awarded if, in addition to the above the

teacher has particularly relevant qualifications or experience

Advanced Skills Teachers(ASTs)

Paid on a separate pay spine Role is to train, mentor, support classroom

teachers; produce relevant teaching resources, advise on teaching methods etc

20% of time spent working in other schools Must apply to assessed against set standards May progress annually if meet performance

objectives

Excellent Teachers New scheme being introduced on

1st September 2006 Available to UPS3 teachers who have

been at that point for at least 2 years Similar to AST but work within 1

school Focus on raising standards of other

classroom teachers Paid spot salary

Unqualified Teachers Any person appointed to teach in school who

does not hold Qualified Teacher Status ( QTS ) is paid on this pay spine

10 point pay spine May only be appointed on fixed term contracts Annual incremental progression on 1st September if

still in post School decides which point to appoint on depending

on previous experience and qualifications School may pay an additional allowance if they feel

the salary point does not reflect the responsibilities / experience

As soon as an unqualified teacher becomes qualified they must be transferred to main scale teacher salary

Graduate/RegisteredTeachers

Appointed by school to teach whilst working towards QTS

Performance monitored by LEA Paid on unqualified teacher spine

Overseas Trained Teachers

School / Jane Elson check whether their overseas qualification is equal to QTS

Generally paid on unqualified teacher spine and work towards gaining QTS

School must ensure work permits are obtained prior to appointing

Jane Elson leads on this area

Recruitment & Retention Schools may offer financial assistance,

support or benefits to help recruit or retain teachers

Recruitment incentives may only be offered for a maximum fixed term period of 3 years

Retention incentives may only be offered for a fixed term of 3 years but may be renewed in exceptional circumstances

Schools must specify reasons for awarding these allowances in their pay policy

General Teaching Council

All qualified teachers are required to register with the GTC

Organisation holds records of teachers dismissed ( or who resign before dismissal ) for misconduct or capability

Award sanctions to teachers which may bar them from teaching or impose conditions on their employment

Registration currently costs £33pa and this sum reimbursed to teachers via payroll

Salary Statements

Schools must issue all teachers with salary statements annually by 31st October

Statements must advise of salary point, allowances and safeguarded sums as of 1st September

Pay Policy &Performance Management All schools must adopt a Pay Policy and

arrangements for conducting performance management

Elements of Pay Policy governors roles / committees details of teachers pay scales details of allowances appeals procedures

Performance Management: annual cycle clear objectives, reviews and assessments close links with teachers pay progression

PPA Time

Planning Preparation and Assessment All teaching staff ( including heads,

deputies etc ) have not less than 10% of their time – tabled teaching time away from direct teaching

Working Time/Leave

Classroom teachers contracts are for 1265 hours pa, over 195 days ( pro rata if part time )

No entitlement for annual leave Absences must be due to sickness or

compassionate / family friendly reasons

Notice Periods

At least 2 months notice prior to end of Spring and Autumn terms, and 3 months prior to end of Summer term

For Headteachers only this increases to 3 and 4

Notice Periods

Term Notice Date Notice Date Leaving Date

Teachers Heads

Autumn 31st Oct 30th Sept 31st DecSpring 28th Feb 31st Jan 30th AprSummer 31st May 30th April 31st Aug

Non-Teaching StaffPay & Conditions

Who does this apply to?

LSA – Learning Support Assistant – term time only = 38wks (39wks if inset days).

TA – Teaching Assistant – term time only MDA – Midday Assistant – term time only

Paid 48.1 weeks per year or 48.6 (5 years service).

Non-Teaching StaffPay & Conditions

HLTA – High Level Teaching Assistant – term time only. (Jane Elson for further information on qualification). Recommended salary – scale 4.

Caretakers - Can work up to 52 weeks per year. Nursery Nurses – 32.5hrs a week (full time).

(Employed same as teachers). 52 weeks per year/occasionally term time only.

Office staff (term time only – occasionally be asked to work in holidays), ICT Technician (term time only), Kitchen Staff (term time only), Cleaners (term time only – occasionally be asked to come in the holidays).

Term time only – 38 weeks (sometimes 39)

Terms The Summer term from May 1 to August 31 The Autumn term from September 1 to

December 31 The Spring term from January 1 to April 30

Paid over 12 monthly instalments which includes the school holidays

Work during the term and only during school holidays if stated in the contract of employment.

Non-Teaching StaffPay & Conditions

Inset days Teacher training days (‘Baker days’!) 5 days (1 week!)

Leave 4 weeks (Extra week after 5 years service) Plus 2 weeks public and statutory holidays

per annum Leave paid over 12 monthly instalments

(don’t take leave unless 52 week worker)

Pay Scales/Salary

Pay scales: Using old pay scales, pre JE. MDA – Scale 1 point 5 fixed. (senior MDA

could go higher – depend on contract) Nursery Nurses - Salary scale 1-3 point

6-15 (bar). TA/LSA – Scale 1/2 (vary) Don’t have recommended pay scales for

other posts

Calculating SalaryCalculating Salary: If part time or term time only - calculate salary pro

rata. Calculated as follows: -

e.g. A TA works term time only and is also asked to come in for the inset days and has worked at the school for 6 years. They work 25 hrs a week and get an annual salary of £10,000.

(46 weeks which includes 5 weeks annual leave25 hours 0 minutes x leave + 2.0 weeks public and

statutory holidays per annum) x £10,000pa37 x 52 (hours and weeks for full-time appointment)

= pro rata to £5960.75

Notice Periods

Depends on contract of employment 1 month notice for employee to

terminate contract For those who are above Scp 25 may

require additional notice For employer to terminate contract it is

1 week per year of service - minimum 1 month notice and maximum 12 weeks.

HLTA

Funding from government Supporting teachers in class More responsibility i.e. Can take a class TA/LSA can apply for the HLTA qualification Can only work as HLTA if there is a post

available within the school/advertised More information – Jane Elson, 01702

215456

Non-Teaching StaffPay & Conditions

Maternity Same as council, pack is set out differently. Large

area – covered as a separate topicSick Pay Same as green book conditions. Same as rest of

council. Green NJC book part 2 section 10.CRB All new staff should have a satisfactory,

enhanced cleared CRB check before starting at a school.

See Safeguarding in Educactional Settings January 2007

Leadership GroupPay & Conditions

Pay Spine for the leadership group: Head Teacher Deputy Head Teacher Assistant Head Teacher Individual School Range Determine an ISR range Extension to an ISR Range

Leadership GroupPay & Conditions

Conditions of Employment of Head Teachers

Conditions of Deputy Head Teachers and Assistant Head Teachers

Contracts

Be aware that the contract is the legal foundation of the employment relationship.

Put the contract in writing or ensure that there are written particulars or other evidence of the contract terms.

Ensure that the contract terms are clear and unambiguous.

Ensure that the contract is sufficiently detailed to

avoid unnecessary implied terms.

Contracts continued Be aware that flexible contracts are being restricted in

scope and may not provide the expected benefits.

Be aware that there is no automatic power to change contract terms - this must be built in.

Be aware that the contract terms are critical in breach of contract claims.

Be aware that constructive dismissal is based on a breach of contract.

Be aware that statutes may presume the existence of a contract.

Written Particulars Why are written terms of employment

important? Disagreements about the terms and

conditions of employment can be solved without litigation if the contract terms are clear and unambiguous. If the terms are agreed orally, or are not agreed by both parties, the situation is ripe for dispute. Terms agreed orally should be noted either at the time of agreement, or immediately afterwards.

Issued within 2 months

Written Particulars Continued What happens if there is no written

agreement of the contractual terms? The court or tribunal may imply a term

based on the conduct of the parties, a custom in the workplace or in the industry as a whole, a custom implied at common law, or its belief that the parties would have agreed the term had it been put to them. Reliance on implied terms results in uncertainty and it is therefore advisable to put all the terms of the contract in writing.

Written Particulars _Continued What happens if there is no written

agreement of the contractual terms? The court or tribunal may imply a term

based on the conduct of the parties, a custom in the workplace or in the industry as a whole, a custom implied at common law, or its belief that the parties would have agreed the term had it been put to them. Reliance on implied terms results in uncertainty and it is therefore advisable to put all the terms of the contract in writing.

The statement of written particulars is divided into two parts. The items in the first part must all be included in one document, 'the principal document'. These are:

the names of the employer and employee; the date of commencement of employment; the date when continuous employment

began; the scale or rate of remuneration or the

method of calculation; the intervals at which remuneration is paid;

terms relating to hours of work including any provisions relating to normal hours if any;

holiday and accrued holiday pay including any entitlement to bank holidays and accrued holiday pay on termination of employment, in sufficient detail to enable precise calculation of the sums;

job title or brief job description; and place of work or if there is none this must be indicated

and the address of the employer included. The other information, as follows, can be delivered in

instalments: terms relating to sickness and injury terms if any;

any pension terms (contracting out certificate details if contracted out), although this does not apply if the pension scheme is a statutory one and the pension body or authority has to provide the information;

length of notice to be given by each party; expected length of temporary employment (includes

fixed-term and time-limited contracts); collective agreements affecting the contract if any; where the employee is to work abroad for more than

one month, the terms relating to working abroad, including the period of work outside the UK, currency of remuneration whilst abroad, any additional remuneration and benefits and any terms relating to his or her return;