Schools Pay & Conditions

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Schools Pay Conditions Training
Contracts
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SCHOOLS!!
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Overview

• Teaching Staff Pay Conditions
• Non-Teaching Staff Pay Conditions
• Leadership Groups Pay Conditions
• Contracts
• Questions Answers

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Terms of Reference

• School Teachers Pay Conditions Document 2008
• www.teachernet.gov.uk
• www.governornet.gov.uk
• www.lg-employers.gov.uk
• www.dfes.gov.uk

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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

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Classroom Teachers Pay Scale

• Scale Point Annual Salary
• England and Wales
• M1 See portal
• M2 for rates
• M3
• M4
• M5
• M6

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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.

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Threshold

• Scale Point Annual Salary England
  Wales
• U1 See portal
• U2 for rates
• U3

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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.

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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.

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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 )

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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

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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

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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

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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

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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

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Graduate/RegisteredTeachers

• Appointed by school to teach whilst working
  towards QTS
• Performance monitored by LEA
• Paid on unqualified teacher spine

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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

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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

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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

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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

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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

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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

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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

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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

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Notice Periods

• Term Notice Date Notice Date Leaving Date
• Teachers Heads
• Autumn 31st Oct 30th Sept
  31st Dec
• Spring 28th Feb 31st Jan
  30th Apr
• Summer 31st May 30th April 31st Aug

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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 44 weeks per year or 45 (5 years service).

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Non-Teaching StaffPay Conditions

• HLTA High Level Teaching Assistant term time
  only. (Jane Elson for further information on
  qualification).
• Caretakers - Can work up to 52 weeks per year.
• Nursery Nurses 37hrs 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).

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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.
  

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Non-Teaching StaffPay Conditions

• Inset days
• Teacher training days (Baker days!)
• 5 days (1 week!)
• Leave
• This is subject to review following the
  implementation of Single Status in Schools for
  support staff in November 2008.
• 4 weeks (Extra week after 5 years service)
• Plus 2 weeks public and statutory holidays per
  annum
• Leave paid over 12 monthly instalments (dont
  take leave unless 52 week worker)

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Pay Scales/Salary

• Pay scales
• Following the implementation of Single Status in
  Schools, support staff will be paid the agreed
  evaluated levels within the School Levels 1
  12.

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Calculating Salary

• Calculating 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 leave
• 25 hours 0 minutes x leave 2.0 weeks public and
  statutory holidays per annum) x 10,000pa
• 37 x 52.1429 (hours and weeks for full-time
  appointment)
• pro rata to 5960.75

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Notice Periods

• Depends on contract of employment
• 1 month notice for employee to terminate contract
• Those who are above Level 7 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.

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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

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Non-Teaching StaffPay Conditions

• Maternity
• Same as council, pack is set out differently.
  Large area covered as a separate topic
• Sick 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

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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

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Leadership GroupPay Conditions

• Conditions of Employment of Head Teachers
• Conditions of Deputy Head Teachers and Assistant
  Head Teachers

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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.

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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.

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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

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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.

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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.

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• 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

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• 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

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• 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