Pay Policy

Philosophy Statement

Qualified Teachers (Other Than Heads and Deputies)

Experience

Responsibilities

Excellence

Recruitment and Retention

Special Needs: First Point

Unqualified Teachers

Heads and Deputies

Support Staff

Philosophy Statement

The Governing Body of Warren Primary School recognises that pay is of considerable importance in managing staff. Pay will influence relationships at work and if pay is to be a positive rather than negative force, it is important to secure as much agreement as possible about its aims and to reduce the amount of misunderstanding which surrounds it. For these reasons the following pay policy has been adopted by the Governing Body.

The purpose of this policy is to set out the way in which the Governing Body will assess the salary of a new member of staff on appointment and the manner in which salaries of all staff will be reviewed. Back to top

Qualified Teachers (Other Than Heads and Deputies)

The salaries of teaching staff will be assessed:

- annually to take effect from 1 September;

- upon appointment to the school;

- at any other time deemed appropriate by the Governing Body.

This assessment will be determined by the range of criteria laid down in the current School Teachers' Pay and Conditions Document. Back to top

Experience

- one point will be awarded for each year of satisfactory teaching service;

- the Governing Body will also consider other relevant non-teaching experience and may award additional full or half points (subject to a maximum of one full point per year) if they consider this experience to be appropriate.

- points for experience will be awarded on a permanent basis. The maximum number of points available in respect of experience is 6;

- Teachers reaching M6 are eligible to apply to cross the threshold and if successful will be able to join the upper pay scale of U1-U5

- the Governing Body may decide not to award an experience point when a teacher has performed unsatisfactorily. This will only take place in the context of a disciplinary or capability procedure. Back to top

Responsibilities

The Governing Body will determine the number of posts carrying additional responsibilities, and the level of full and/or half points to be awarded to each of these posts up to a maximum of 5 full points.

Where the Governing Body award points for responsibility on a permanent basis, staff will be required to undertake work at that level in accordance with a clearly defined job description. Points awarded on a temporary basis will be for a specified responsibility over a given period of time. Back to top

Excellence

The Governing Body has chosen not to exercise its discretion to award points for excellence at this stage. Back to top

Recruitment and Retention

The Governing Body has chosen not to exercise its discretion to award points for recruitment and retention at this stage. Back to top

Special Needs: First Point

The Governing Body will award one full point to a teacher who is teaching wholly or mainly pupils with statements of special educational needs and/or pupils who are visually or hearing impaired. Back to top

Unqualified Teachers

The salaries of unqualified teachers will be assessed upon appointment and may be reviewed at the discretion of the Governing Body.

Points may be awarded in respect of relevant qualifications and/or experience.

Where a teacher is appointed below the maximum point of the unqualified teacher scale, one increment will be awarded on an annual basis (with effect from 1 September) for every completed year of service until the maximum scale is reached.

(Notwithstanding this, the Governing Body may award additional increments as it considers appropriate up to the maximum of the scale).

The Governing Body may decide not to award an annual increment when a teacher has performed unsatisfactorily. This will only take place in the context of a disciplinary or capability procedure.

The Governing Body may, in certain circumstances, decide to pay additional remuneration above the maximum of the unqualified teacher scale in appropriate cases. Back to top

Heads and Deputies

The salaries of the Head and Deputy(ies) will be assessed:
a) annually to take effect from 1 September:
b) upon appointment to the school;
c) at any other time deemed appropriate by the Governing Body.

This assessment will be determined by the following criteria:
1) whether there has been a sustained high quality of performance in the light of performance criteria agreed between the Governing Body and the post holders;
2) the responsibilities of the post;
3) the social economic and cultural background of the pupils attending the school;
4) whether the post is difficult to fill.

The Governing Body will ensure that the salary determined by the above criteria is not lower than the minimum and not higher than the maximum of the range specified in the Teachers' Pay and Conditions document for the group size of the school.

In exceptional circumstances the Governing Body may pay a higher salary than the maximum of the range as they consider appropriate. Back to top

Support Staff

The salaries of all support staff will be assessed:
a) annually to take effect from 1 April;
b) upon appointment to the school;
c) at any other time deemed appropriate by the Governing Body.

This assessment will be determined by the following criteria:
a) responsibilities of the post;
b) performance of the post holder in accordance with previously agreed criteria;
c) in accordance with the school's career progression scheme for support staff.

The Governing Body will ensure that the salary determined by the above criteria is in accordance with nationally agreed Conditions of Service (e.g. NJC for Local Authority APT&C and Manual Workers schemes). Back to top