Hamwic Trust Pay Policy for Schools 2016/17

Hamwic Trust Pay Policy for Schools 2016/17 Name of School: Date of Approval: Creating academic excellence through community engagement 1

Hamwic Trust Pay Policy for Schools 2016/17 Main Changes between Pay Policy 2015/16 and 2016/17 1% uplift on all salary scales throughout the policy: 8.1 Main Pay Range table (p 8) 8.4 Unqualified Teachers Pay Scale (p 10) 8.5 Upper Pay Range table (p 10) 10.3 Teaching and Learning Responsibility Points 2016 (p 12) 10.4 Additional Responsibility payments (p 14) 11.3 Leadership Group Pay Range 2016 (p 16) 11.7Lead Practitioner Pay Scale Range (p 17) Section 2 School Leaders pay reviews added to Policy (p 5) Section 2.1 Absences during appraisal (pg5) from Southampton City Council Pay Policy Section 9.1 Discretionary points added to Policy (p 11) Summary of sections that MUST be completed by schools 6.1 Differentials between those on the Leadership Spine (p 6) 8.2 Part-time teachers (p 8) 9. Pay for Support Staff (p 11) 10.6 Special Educational Needs (SEN) allowance (p 14 & 15) 11.1 Headteacher (p 15) 11.4 Advanced Skills Teachers (ASTs) (p 16) 11.8 Leading Practitioner (p 17) 11.11 Support Staff (p 18) 15. Appendices (p 20) 2

Contents 1. General commitment... 4 2. Pay reviews... 5 3. The Pay Committee... 5 4. Complaints/appeals... 6 5. Confidentiality... 6 6. Pay of senior staff... 6 7. Use of discretions in basic pay... 8 8. Pay Ranges for Teaching Staff... 8 9. Pay for Support Staff... 11 10. Allowances and payments for Teachers where RNC decisions are required... 12 11. Performance pay... 16 12. Other payments for Teaching Staff... 19 13. Annual Review... 19 14. Appeals Arrangements... 19 15. Appendices... 20 3

1. General commitment The Hamwic Trust is committed to: Improving outcomes and pathways to employment opportunities for students through the provision of the Trusts expertise and the use of resources Creating a self-improving school system, based on shared values of respect, perseverance, cooperation and trust Holding our Multi Academy Trusts and Academies to account for standards Ensuring a collective responsibility and accountability by schools for student outcomes in their community Developing high quality systems and structures allowing Headteachers to focus on teaching and learning Recruiting and developing high quality staff and CPD opportunities Meeting the needs of the local communities Developing community engagement Promoting an all through curriculum by linking learning through the different phases of education Retaining individual schools local identity The relevant nominated body of the school will seek to ensure that staff are rewarded appropriately for the level of responsibility they carry and the individual contributions they make to the work of the Hamwic Trust subject only to the constraints of statutory documents, national and local pay structures, and budgetary provision. The aim of this pay policy is to enable the school to recruit and retain sufficient staff of suitable quality and number and thereby secure its school improvement objectives. This policy operates in conjunction with the Trust s policy on managing performance of staff in schools, capability procedure for support staff and performance management policy for teaching staff. All teachers in the Hamwic Trust are paid in accordance with the statutory provisions of the most recent School Teachers Pay and Conditions Document. Decisions on the way these discretions are used are the responsibility of the relevant nominated body and the Headteacher of each school where appropriate, and are set out in this pay policy for schools. Support staff in the Hamwic Trust are paid in accordance with the National Joint Council for Local Government Services National Agreement on Pay and Conditions of Service (the Green Book ) and locally agreed conditions of service, as they apply to schools. The Trust will continue to recognise previous employment with Local Authorities for support staff. All pay-related decisions are made taking full account of the Trust s and individual school improvement plans. Such decisions are also taken within the framework of current employment legislation, particularly those focussed on equalities. The relevant nominated body of the school will actively promote equality in all aspects of school life, particularly as regards all decisions on advertising of posts, appointing, promoting and paying staff, training, and staff development. 4

The relevant nominated body in this document refers to both the schools Governing Body or individual governing body and also those schools that have alternative governance structures and have nominated an appropriate body. 2. Pay reviews The relevant nominated body will review every teacher s salary with effect from 1 September and no later than 31 October each year and give them a formal statement stating what their salary is and how it has been arrived at, and showing 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 affect the structure of the teacher s pay. Likewise individual relevant nominated bodies will review the salary of all support staff at least annually and provide a written salary statement. School Leaders reviews will be completed by 31 December each year, these include: Headteacher Head of School Executive Headteacher Any increase above 2 points will need to be approved by the local Board. The relevant nominated body will review the salary of all support staff as a result of the performance of the member of staff. New employees who join the school after December of that year will receive no step progression in April the following year, but will receive the value of any pay award. Unless previously agreed as a condition of employment, performance will be assessed (for pay purposes) in April of the following year. Where a pay determination leads or may lead to the start of a period of safeguarding, each relevant nominated body will give the required notification as soon as possible, and no later than one month after the date of the determination. 2.1 Absences during the Appraisal Cycle Employees going on maternity, adoption or shared parental leave should have an appraisal cycle completed prior to the beginning of the leave wherever possible. This will contain a pay recommendation for consideration at the School s annual appraisal and pay recommendation cycle. To ensure that employees are not disadvantaged due to absence (for example maternity, adoption leave, shared parental leave or long term sickness, etc.) a person has completed a year of service if they have completed periods of employment amounting to at least 26 weeks in aggregate in the previous school year / previous 12 months. Where a person is absent from work due to pregnancy, maternity leave, adoption leave, shared parental leave, unpaid parental leave or paternity leave, the period of absence counts towards the 26 weeks referred to above. For absences other than those detailed above, the relevant nominated body may determine that the period of absence counts as of the person was at work. 3. The Pay Committee Decisions on pay will be taken by the relevant nominated body at the school. Where there is a local governing body the committee should consist of a minimum of three governors, elected annually and is responsible for: taking decisions on the Headteacher s pay; 5

considering Headteacher or line manager recommendations for the pay of other staff; deciding the school s approach towards the exercising of pay discretions; keeping the school s pay policy up-to-date and under review; and communicating pay decisions to each member of staff in the school. Where a school has no Governing Body, the pay committee will consist of 2 Trust Directors. The Headteacher, and where appropriate, the Chief Executive Officer, has a right to attend in an advisory capacity but must withdraw during consideration of his/her pay. It may also be appropriate for the Headteacher to withdraw whilst the pay of the Deputy or Assistant Headteacher is discussed if, for example, a pecuniary interest arises from consideration of differentials. The same principles extend to all other staff Governors on the relevant nominated body and the Pay Committee. Although the statutory regulations for teachers prevent a Headteacher from intervening in the pay recommendations arising out of the review process where that process is fully devolved to a line manager, the Headteacher has a right to present a view on any pay inconsistencies that may arise from those recommendations to the Pay Committee. In the case of support staff assessments, a Headteacher has the right to comment on these and make governors aware of any inconsistencies and the financial implications of those assessments. The Board of Directors retains responsibility for endorsing any proposed changes to the Trust s pay policy. Any proposed changes should be discussed with and communicated to the staff in writing by the relevant Headteacher, and individual governing bodies, to allow for consultation prior to a decision being taken by the Board of Governors. 4. Complaints/appeals Where a member of staff is dissatisfied with a decision of the nominated relevant body (or Headteacher, in the case of threshold assessment and upper pay scale progression), this should be taken up with the Headteacher (or the Chair of the Committee if it is the Headteacher who is dissatisfied) and, if unresolved, then pursued via the nominated body s Appeals Committee. The grounds for any appeal and process for pursuing it are described in Section 14. Where a school does not have a Governing Body, the Appeals Committee will consist of appropriate representatives from across the Trust. 5. Confidentiality The elements of the schools s pay policy will be shared and discussed openly with the staff. Individual pay decisions will be handled confidentially between the Pay Committee or the relevant nominated body, Headteacher and the staff concerned. 6. Pay of senior staff The relevant nominated body will set salary ranges for staff on the leadership spine (having regard to the content of the current statutory School Teachers Pay and Conditions Document). Progression through relevant pay ranges will be dependent on the factors described in section 9 of this policy. 6.1 Differentials between those on the Leadership Spine For individuals appointed to a leadership post on or after 1 st September 2014 or whose responsibilities have significantly changed on or after that date, then the latest STPCD leadership group pay should be followed (STPCD 2016 Section 4 Leadership Group Pay Page 10-17). 6

Where a teacher is appointed to a leadership post before 1 September 2014 but does not take up the post before that date, their pay should be determined under the 2013 document (Section 2 STPCD 2013 Page 8). The relevant nominated body has established the following pay ranges for the Headteacher, Deputy Headteacher(s) and Assistant Headteacher(s): Headteachers/Executive Headteachers pay Range Head of School Deputy Headteachers pay range Assistant Headteachers pay range Lead Practitioners pay range (insert the schools 7 point pay range)* (insert the schools 5 point pay range) (insert the schools 5 point pay range) (insert the schools 5 point pay range) (insert the schools 5 point pay range) *delete as appropriate to your setting The relevant nominated body will normally, subject to discretion, appoint new leaders, at the bottom of the relevant pay range. The relevant nominated body will pay teachers as deputy or assistant head teachers only where the relevant nominated body is satisfied that, in the context of the teacher's duties, the role includes a significant responsibility that is not required of all classroom teachers or TLR holders, and that the role (a) (b) (c) (d) (e) (f) is focused on teaching and learning; requires the exercise of a teacher's professional skills and judgment; requires the teacher to lead and manage the school through: development of teaching and learning priorities across the school; accountability for the standards of achievement and behaviour of pupils across the school; accountability for the planning and deployment of the school's resources; leading policy development and implementation across the school in accordance with statutory provisions; managing whole school operational activity; working with external bodies and agencies; and securing pupils' access to their educational entitlements; has an impact on the educational progress of the school's pupils; involves leading, developing and enhancing the teaching practice of the school's staff; and includes line management responsibility for a significant number of people and/or the line management of other line managers. In the case of a deputy head teacher post, the relevant nominated body must also be satisfied that this significant responsibility features a job weight which exceeds that expected of an assistant head teacher employed in the same school, including responsibility for discharging in full the responsibilities of the head in the absence of the head teacher. 7

7. Use of discretions in basic pay 7.1 Teachers Application of experience points There will be one increment for each year of teaching as laid down in the School Teachers Pay and Conditions Document except where the relevant nominated body has previously notified the teacher, in writing and as part of a formal procedure, that an experience point is being withheld due to unsatisfactory performance. The relevant nominated body may consider applying two points on the M1 M6 scale where, as evidenced through the performance management process, a teacher has made an outstanding contribution to the work of the school. 7.2 Discretionary experience points When making an appointment to the pay scale for classroom teachers, the relevant nominated body will consider awarding an extra point or points on the scale in recognition of other relevant experience and subject to standards that would not attract mandatory experience points in the following circumstances: One point on the pay scale for classroom teachers for each year of service as a qualified teacher in an academy, city technology college or independent school, or in another country within the European Economic Area in the maintained sector of the country concerned. One point on the pay scale for classroom teachers for each period of one year service as a qualified teacher in an overseas school outside the European Economic Area in the maintained sector of the country concerned. One point on the pay scale for classroom teachers for each period of one year relevant service teaching in further education, including sixth form colleges. One point on the pay scale for classroom teachers for each period of one year relevant service teaching in higher education. One point on the pay scale for classroom teachers for each period of three years spent outside teaching but working in a relevant area. This might include industrial or commercial training, time spent working in an occupation relevant to the teacher s work at the school, and experience with children/young people. If experience points have been awarded to a classroom teacher by a previous establishment, these will be considered to be part of that teacher s entitlement when they take up employment in the Trust unless they take up a position with less responsibility. 8. Pay Ranges for Teaching Staff 8.1 Main Pay Range Structure for Qualified Teachers (other than leadership group members and leading practitioners) Main Pay Range 1 Sept 2016 p.a. England and Wales M1 Minimum 22,467 M2 24,243 M3 26,192 M4 28,207 M5 30,430 M6 Maximum 33,160 8

Upper Pay Range 1 Sept 2016 p.a. England and Wales U1 Minimum 35,571 U2 36,889 U3 Maximum 38,250 8.2 Part-time teachers Teachers employed on an on-going basis in the Trust but who work less than a full working day or week are deemed to be part-time. The relevant nominated body will give them a written statement detailing their working time obligations and their pay will be determined by the provisions of the statutory School Teachers Pay and Conditions Document. The Document requires schools to calculate their part-time teachers pay fractions with reference to the school timetabled teaching week (STTW). In [school name] school the total weekly STTW is [INSERT] hours. A detailed breakdown is attached as an appendix to this pay policy. In accordance with the School Teachers Pay and Conditions Document, the STTW includes each school s session hours timetabled for teaching, including PPA time and non-contact time. The STTW excludes break times, registration and assemblies, although these remain part of directed time hours. The resulting pay fraction will be used to calculate the salary of all part-time teachers in the Trust, as well as the proportion of directed time they should work. The calculation of PPA time is unaffected. Entitlement to PPA time is pro-rata to full-time teachers. Each school will consult on any changes to the STTW. If a part-time teacher suffers a financial loss as a result of these changes however, there is no entitlement to salary safeguarding/protection. Part-time teachers who are employed on specific days of the week will not be required to work at the school on a day on which they are not normally employed, unless mutually agreed in advance. 8.3 Short notice/supply teachers Teachers who work on a day-to-day or other short notice basis have their pay determined in line with the statutory pay arrangements in the same way as other teachers. A full working year consists of 195 days. Teachers who work less than a full day will be paid in proportion to the length of the school day. 8.4 Unqualified teachers The relevant nominated body may, when determining on which point to place unqualified teachers on the unqualified teachers pay scale when they are appointed, may consider any relevant qualifications and experience. The relevant nominated body will appoint unqualified teachers above the minimum point on the unqualified teachers pay scale in the following circumstances: one point for a recognised overseas teaching qualification. one point for a recognised post-16 teaching qualification. one point for a recognised qualification relevant to their subject area. one point on the scale for each period of one year school teaching as an overseas trained teacher. one point on the scale for each period of one year relevant teaching in further or higher education. one point on the scale for each period of three years spent outside teaching but working in a relevant area. This includes industrial or commercial training, time spent working in an occupation relevant to the teacher s work at the school, and experience with children/young people. 9

Each relevant nominated body will decide, on a case-by-case basis, whether to pay an unqualified teacher on one of the employment based routes into teaching, whichever route they enter the profession, on the unqualified or qualified teacher pay scale. With effect from 1 April 2013, Teachers who have gained their Qualification in Teaching and Learning Skills (QTLS) for post-16 education are be entitled to be paid as a Qualified Teacher providing they have maintained membership with the Institute for Further Learning (IfL). The nominated body will pay an unqualified teachers allowance (above point 6 on the scale) to unqualified teachers when relevant nominated body consider their basic salary is not adequate having regard to their responsibilities, qualifications, experience and any recruitment difficulties. The value of the allowance will be determined according to the individual circumstances, in line with the statutory criteria below: the teacher has sustained additional responsibility focused on teaching and learning and requiring a teacher s professional skills and judgement Or the teacher has qualifications/experience which bring added value to role The current pay scales for unqualified teachers are; Unqualified Scale 1 Sept 2016 p.a. England and Wales 1 16,461 2 18,376 3 20,289 4 22,204 5 24,120 6 26,034 8.5 Post threshold teachers Progression on UPS will be based on performance related to the standards criteria. The clarification of the application of the criteria for upper pay scale progression will be taken fully into account. Only in exceptional circumstances will post-threshold teachers be awarded a further point on the upper pay scale more frequently than at two yearly intervals. Where a teacher is a post-threshold teacher by virtue of paragraphs 15.2 of the definition of post-threshold teachers in Part 3 of the latest School Teachers Pay and Conditions Document (page 21), the nominated body may determine which point on the upper pay scale to place them, rather than being required to place them on to U1. When doing so, the nominated body should consider any pay progression which such teachers made in their previous employment which was based on an assessment of standards and contribution comparable to the requirements for progression on the upper pay scale; and should not unreasonably withhold appointment at the equivalent point on the upper pay scale unless they take up a position with less responsibility. Upper Pay Range 1 Sept 2016 p.a. England and Wales U1 Minimum 35,571 U2 36,889 U3 Maximum 38,250 10

8.6 Threshold Assessment Eligible teachers in England who wish to be assessed must submit their request between 1 September 2016 and 31 October 2016. A successful assessment will be implemented and paid with effect from 1 September 2016. Teachers who wish to do so should apply for threshold assessment to the Head Teacher. Teachers wishing to move to UPS2 or UPS3 on the pay scale must achieve 100% of observed lessons being good or outstanding and that their contribution to the school are substantial and sustained. Qualified teachers who have reached M6 and who demonstrated they met the Threshold Standards and Teacher s Standards through their performance management reviews are eligible to progress to the bottom of the upper pay range, providing they indicate a desire to do through their performance management on or before 31 October in the year after they reach M6. There is no separate application process required and the determination about crossing the Threshold is made on the basis of evidence through their performance management process in the preceding two years. If it is determined that the teacher meets the criteria, then pay progression to UPS1 as detailed above is backdated to 1 st September in the year after they reach M6. For the purposes of this pay policy; i. 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 of the school, in order to help them meet the relevant standards and develop their teaching practice ii. substantial means playing a critical role in the life of the school and making a clear, distinctive contribution to the raising of pupil standards. The teacher takes advantage of appropriate opportunities for professional development and uses the outcomes effectively as evidenced by an improvement in pupils learning iii. sustained means continuously maintained over a period of 2 school years 9. Pay for Support Staff Support staff are paid under the terms of the National Agreement on Pay and Conditions of Service for Local Government Services (the Green Book ) and the relevant Local Authority s grading structure and conditions of service (prior to 1 st June 2016). The Board of Governors and each relevant body will ensure that the grading of support staff is commensurate with the level of responsibility they hold, having regard to the pay structure recommended by Southampton City Council / Portsmouth City Council / Poole Local Authority (please delete as appropriate) (Appendix B). The grading of support staff posts will be determined using the relevant job evaluation scheme. Any appeals arising from the outcome of the scheme will be made in accordance with section 14. 9.1 Discretionary points 9.1.1 New to education Starting at the bottom of the scale an additional point can be awarded for every 3 years worth of experience relevant to the role. 9.1.2 Transfer/education 11

It is normal practice to pay a new staff member, transferring from the Local Authority or external school, to the closest point they are currently being paid at, assuming they are carrying out the same role. 9.1.3 First Aid payment A Headteacher may designate a first aider, from its staff, who had a qualification approved by the HSE to provide first aid to staff and others at their school, as necessary. The designated first aider (which has undertaken a 3 day course) will receive a first aid allowance of ( ) per annum, pro-rata for part-time staff. 10. Allowances and payments for Teachers where RNC decisions are required 10.1 Teaching and Learning Responsibility payments (TLRs) TLRs will be awarded to the holders of posts indicated in the attached staffing structures (Appendix C). The attached staffing structures define the post title, level and value of TLRs awarded within that school. TLRs are awarded to classroom teachers who undertake a sustained additional responsibility in the context of the school s staffing structure for the purpose of ensuring the continued delivery of high quality teaching and learning for which he/she is responsible and accountable. Before awarding a TLR, each Governing Body must be satisfied that the teacher s duties include a significant responsibility that is not required of all classroom teachers, and that all the criteria for awarding a TLR as specified in the School Teachers Pay and Conditions Document are met. 10.2 Teaching and learning responsibility payments The relevant nominated body may award a TLR1 or TLR2 to a teacher for undertaking a sustained additional responsibility in the context of their staffing structure for the purpose of ensuring the continued delivery of highquality teaching and learning and for which the teacher is accountable. Having decided to award a TLR, the relevant body must determine whether to award a first TLR (TLR1) or a second TLR (TLR2) and its value, in accordance with their pay policy, provided that- a) the annual value of a TLR1 must be no less that 7621 and no greater than 12,898 b) the annual value of a TLR2 must be no less than 2639 and no greater than 6450; and The relevant nominated body may award a fixed-term third TLR (TLR3) to a classroom teacher for clearly timelimited school improvement projects, or one-off externally driven responsibilities. The annual value of a TLR 3 must be no less than 522 and no greater than 2602. The duration of the fixed term must be established at the outset and payment should be made on a monthly basis for the duration of the fixed term. Where a TLR3 is awarded to a part-time teacher it must be paid on a pro-rata basis. Although a teacher cannot hold a TLR1 and a TLR2 concurrently, a teacher in receipt of either a TLR1 or TLR2 may also hold a concurrent TLR3. Before awarding any TLR the relevant body must be satisfied that the teacher s duties include a significant responsibility that is not required of all classroom teachers and that- a) is focused on teaching and learning; b) requires the exercise of a teacher s professional skills and judgement; c) requires the teacher to lead, manage and develop a subject or curriculum area; or to lead and manage pupil development across the curriculum; d) has an impact on the educational progress of pupils and other than the teacher s assigned classes or groups of pupils; and e) involves leading, developing and enhancing the teaching practice of other staff. 12

In addition, before awarding a TLR1, the relevant body must be satisfied that the sustained additional responsibility referred to in paragraph 20.1 (latest STPCD) includes line management responsibility for a significant number of people. Each Governing Body will review the level of payment or benefits annually. 10.3 Teaching and Learning Responsibility Points 2016 Payment 1 (TLR1) Minimum Maximum Payment 2 (TLR2) Minimum Maximum Payment 3 (TLR3) Fixed Term Minimum Maximum 7,621 12,898 2,639 6,450 522 2,602 Teaching & Learning Responsibility Points 01/09/2016 TLR 3 Annual Min 522 Max 2602 0 TLR 2 Annual 2.1 2639 2.2 2930 2.3 3224 2.4 3516 2.5 3810 2.6 4103 2.7 4396 2.8 4689 2.9 4981 2.1 5275 2.11 5568 2.12 5861 2.13 6154 2.14 6450 0 01/09/2016 TLR 1 Annual 1.1 7621 1.2 7913 13

1.3 8205 1.4 8498 1.5 8791 1.6 9083 1.7 9378 1.8 9671 1.9 9963 1.1 10258 1.11 10550 1.12 10842 1.13 11135 1.14 11429 1.15 11722 1.16 12016 1.17 12308 1.18 12599 1.19 12898 Special Needs Allowances 0 Annual SEN 1 2085 SEN 2 4116 10.4 Additional Responsibility payments (ARPs) ARPs are awarded to classroom teachers who undertake a sustained additional responsibility in the context of the school s staffing structure for the purpose of ensuring the continued delivery of high quality teaching and learning for which he/she is responsible and accountable. Before awarding an ARP, each Governing Body must be satisfied that the teacher s duties include a significant responsibility that is not required of all classroom teachers. Having decided to award a ARP, the Governing body must determine whether to award a first ARP ( ARP1 ) or a second ARP ( ARP2 ) and its value, in accordance with their pay policy, provided that- (a) the annual value of a ARP1 must be no less than 2256 and no greater than 2623; (b) the annual value of a ARP2 must be no less than 1797 and no greater than 2095; Where staff are required to cover senior positions because of sickness, other absence or prolonged vacancy, any additional payment due will be agreed with the employee ideally in advance but at least within four weeks of beginning that cover. The payment is discrete and is not affected by the payment of other allowances. ARP1 1.1 2256 1.2 2434 1.3 2623 ARP2 2.1 1797 14

2.2 1939 2.3 2095 10.5 Recruitment and retention incentives and benefits Subject to paragraph 27.2 of the STPCD, the relevant body or, where it is the employer in the case of an unattached teacher, the authority, may make such payments or provide such other financial assistance, support or benefits to a teacher as it considers to be necessary as an incentive for the recruitment of new teachers and the retention in their service of existing teachers. Where the relevant body is making one or more such payments, or providing such financial assistance, support or benefits in one or more cases, the relevant body should make clear at the outset the expected duration of any such incentives and benefits, and the review date after which they may be withdrawn. 10.6 Special educational needs (SEN) allowance An additional payment is available for taking on SEN responsibilities. An SEN allowance of no less than 2,085 and no more than 4,116 per annum is payable to a classroom teacher. SEN allowances will be awarded to the holders of posts indicated in the attached staffing structure. SEN allowances are awarded to a classroom teacher: a. In any SEN post that requires a mandatory SEN qualification b. In a special school c. Who teaches pupils in one or more designated special classes or units in a school d. In any non-designated setting that is analogous to a designated special class or unit, where the post i. involves a substantial element of working directly with children with special educational needs and ii. requires the exercise of a teacher s professional skills and judgement in the teaching of children with special educational needs and iii. has a greater level of involvement in the teaching of children with special educational needs than is the normal requirement of teachers throughout the school or unit within the school The nominated body has determined a spot value for the SEN allowance, taking into account the structure of the school s SEN provision and the following factors a. whether any mandatory qualifications are required for the post b. the qualifications and experience of the teacher relevant to the post and c. the relative demands of the post Accordingly the relevant nominated body will award SEN allowance(s) of the following value(s): In [name] school: [INSERT] An allowance of no less than 2085 and no more than 4116 per annum for [INSERT] posts as defined on the attached staffing structure [Repeat as necessary if the relevant nominated body wish to award SEN allowances of more than one value] In [name] school: [INSERT] An allowance of no less than 2085 and no more than 4116 per annum for [INSERT] posts as defined on the attached staffing structure [Repeat as necessary if the relevant nominated body wish to award SEN allowances of more than one value] The range in value of the SEN allowance is defined in the School Teachers Pay and Conditions Document. 15

11. Performance pay Each relevant nominated body recognises that funding cannot be used as a criterion to determine upper pay scale progression, or progression for staff on the leadership spine and will agree the budget to be set for pay, including performance pay. Each relevant nominated body will ensure consistency in the determination of performance pay decisions across all groups of staff in the school. 11.1 Headteacher The Headteacher must demonstrate as part of a review, sustained high quality of performance, with particular regard to leadership, management and pupil progress at the school, substantial progress towards achievement of performance management objectives, Teacher standards and Headteacher standards before any performance points will be awarded. Each relevant nominated body, on the recommendation of the [insert name of appropriate relevant nominated body Committee] Committee, will consider movement by more than one point where the Headteacher has in the year under review made an outstanding contribution to the school, if the current ISR allows this. (For further information on ISR, please refer to the MoPP/A-Z/Individual School Range A suggested approach). 11.2 Deputy and Assistant Headteachers Deputy and Assistant Headteachers must demonstrate, as part of a review, sustained high quality of performance and make a strong contribution to school leadership, management and pupil progress. The Deputy or Assistant Headteacher must demonstrate substantial progress towards achievement of performance management objectives and that they are meeting the Teacher Standards, before any performance points will be awarded. Each relevant nominated body will consider movement by more than one point where the Deputy or Assistant Headteacher has in the year under review made an outstanding contribution to the school, if their current range allows this. 11.3 Leadership Group Pay Range 2016 1 38984 2 39960 3 40958 4 41978 5 43023 6 44102 7 45290 8 46335 9 47492 10 48711 11 49976 12 51127 13 52405 14 53712 15 55049 16 56511 17 57810 18 59264 19 60733 20 62240 21 63779 22 65363 23 66982 24 68643 25 70349 26 72089 27 73876 28 75708 29 77583 30 79514 31 81478 32 83503 33 85579 34 87694 35 89874 36 92099 37 94389 38 96724 39 99081 40 101554 41 104091 42 106699 43 108283 11.4 Advanced Skills Teachers (ASTs) The Hamwic Trust will recognise AST posts that existed prior to September 2013. However, from September 2013, Leading Practitioner posts will be created in the place of ASTs. 16

ASTs must demonstrate as part of a review, sustained high quality of performance in the light of their agreed performance criteria, substantial progress towards achievement of performance management objectives and that they are meeting the Teacher Standards and Advanced Skills Teacher standards, before any performance points will be awarded. This will include any work undertaken at other schools, in higher education facilities, at facilities of the local authority and elsewhere. Each relevant nominated body will consider movement by more than one point where the AST has in the year under review made an outstanding contribution to the school, if the current range allows this. [INSERT current AST posts and 5 point range on AST spine] 11.5 Lead Practitioners It is open to any school to create one or more Lead Practitioner posts. Schools may wish to create Lead Practitioner posts which apply to any qualified teachers who are employed in posts that the relevant nominated body has determined have the primary purpose of modelling and leading improvement of teaching skills. There is a separate pay spine that Lead Practitioners move onto once they have been appointed to a Leading Practitioner post. The relevant nominated body will advertise the 5 point range of salary for this role, as determined by this pay policy. An appropriate level of salary within this range will be determined when the job is offered. 11.6 Lead Practitioners Pay Spine The relevant nominated body, having regard to the recommendation of the Headteacher, will consider movement by one point where it is satisfied that the Leading Practitioner has demonstrated as part of a review; sustained high quality of performance, with a strong contribution to school leadership, improving quality of teaching and pupil progress, and substantial progress towards achievement of performance management objectives, and that they are meeting the Teacher standards For any such post, the Trust will determine a suitable post range within the overall pay range of a minimum of 38,984 to a maximum of 59,264. Lead Practitioners should be paid more than the highest paid class teacher but have a salary range the maximum of which is at least one point lower than the top of the range of the deputy. 11.7 Lead Practitioner Pay Scale Range 2016 17

1 38984 2 39960 3 40958 4 41978 5 43023 6 44102 7 45290 8 46335 9 47492 10 48711 11 49976 12 51127 13 52405 14 53712 15 55049 16 56511 17 57810 18 59264 11.8 Leading Practitioner [If the nominated relevant body have decided that the school structure contains no Leading Practitioner posts, use this paragraph] The School structure does not currently contain any Leading Practitioner posts. The relevant nominated body will regularly review whether the inclusion of a Leading Practitioner post is required to realise the school s aims for improvement. [otherwise, use the following text and ensure that the Leading Practitioner post is identified in your staffing structure and appended to the pay policy] The relevant nominated body have determined, in consultation with staff, that the post of Leading Practitioner will support the school in realising its aim to [INSERT relevant school improvement aim]. Teachers who occupy this post in the school structure will model outstanding teaching and lead the improvement of teaching skills in this school The pay range(s) for the Leading Practitioner(s) in this school is/are: 38,984 to 59,264 for [INSERT post title] [repeat as required for the number of posts] Progression along this range is dependent on performance, as defined in section xxx of this policy. 11.9 Post threshold teachers Progression on the upper pay scale, which will be considered as an integral part of the performance management process, will be in accordance with the School Teachers Pay and Conditions Document (latest document) and the guidance contained in the Manual of Personnel Practice, and will be based on performance related to standards criteria. All post threshold teachers will need to demonstrate they are meeting the Teacher Standards and Threshold Standards as part of the performance management process. Only in exceptional circumstances will post-threshold teachers be awarded a further point on the upper pay scale more frequently than at two yearly intervals. 11.10 Teachers on the pay scale for classroom teachers Teachers on the pay scale for classroom teachers will receive one point for each year that they achieve their performance management targets and meet the Teacher Standards. 18

Where a teacher is subject to the formal capability procedure, an experience point will not normally be awarded. Where a teacher has been or is subject to the formal disciplinary procedure, an experience point may not be awarded according to the circumstances of the case. A classroom teacher may be awarded an extra point on the pay scale for classroom teachers for excellent performance over the previous academic year, having regard to all aspects of professional duties, but in particular classroom teaching. 11.11 Support staff The relevant nominated body or [insert name of committee] Committee will consider the recommendation of the relevant Headteacher or line manager in respect of the pay progression of each member of support staff, as an outcome of performance management. 12. Other payments for Teaching Staff 12.1 Acting allowances/additional Points Where staff are required to cover senior positions because of sickness, other absence or prolonged vacancy, any additional payment due will be agreed with the employee ideally in advance but at least within four weeks of beginning that cover. 12.2 Out-of-school learning activities For activities covered by teachers (including the Headteacher), or support staff, who voluntarily undertake learning activities outside of the normal school hours and whose salary range does not take account of such activity, a payment will be made in accordance with rates defined by the relevant nominated body. 13. Annual Review This pay policy will be reviewed annually by the Board of Governors in consultation with staff and individual governing bodies. 14. Appeals Arrangements The arrangements for considering appeals are as follows: 1. A member of staff may appeal against any determination in relation to his or her pay or any other decision taken by the relevant nominated body that affects his/her pay, including appeals arising from performance management decisions and pay gradings. 2. The grounds for appeal are that the person or committee by whom the decision was made: a. incorrectly applied any provision of the relevant terms and conditions of service; b. failed to have proper regard to statutory guidance, such as Teacher Standards; c. failed to take proper account of relevant evidence; d. took account of irrelevant or inaccurate evidence; e. was biased; 19

f. otherwise unlawfully discriminated against the member of staff. An issue raised as a pay appeal cannot then be raised again as a grievance. Any appeal arising from the outcome of job evaluation will be dealt with by the Hamwic Trust. There is no further right of appeal. 3. If a member of staff received an overpayment, an agreement should be reached on the terms and timescales for recovery. In exceptional circumstances where an agreement cannot be reached, the employee may exercise their right of appeal in accordance with this procedure. 4. The sequence of events is as follows: a. The member of staff receives written confirmation of the pay determination and where applicable the basis on which the decision was made. b. If the member of staff is not satisfied, he/she should seek to resolve this by discussing the matter informally with the decision maker within ten working days of the decision. c. Where this is not possible, or where the member of staff continues to be dissatisfied, he/she may follow a formal appeal process. d. The member of staff should set down in writing the grounds for questioning the pay decision (which must relate to the grounds as set out above) and send it to the person (or committee) who made the determination, within ten working days of the notification of the decision being appealed against or of the outcome of the discussion referred to above. e. The committee or person who made the decision should meet with the member of staff (and, if the member of staff wishes this, a colleague or union representative) within ten working days of receipt of the written grounds for questioning the pay decision to discuss this and give the member of staff an opportunity to make representations in person. Following this meeting the member of staff should be informed in writing of the formal outcome and the right to appeal. Any appeal should be heard by a panel of three governors who were not involved in the original decision, normally within 20 working days of the receipt of the written appeal notification, and give the member of staff the opportunity to be accompanied and make representations in person. The decision of the appeal panel will be given in writing, and where the appeal is rejected will include a note of the evidence considered and the reasons for the decision. The decision is final and there is no recourse to the staff grievance procedure. 5. Employees who are dissatisfied in relation to their pay have a statutory right to access the school s grievance procedure for dealing with such issues. The above process is similar to that procedure and meets the statutory requirements for grievance processes. An issue raised as a pay appeal cannot then be raised again as a grievance. 15. Appendices Appendix a: Standards behind MPS and UPS Appendix b: Southampton City Council / Portsmouth City Council / Borough of Poole (delete as appropriate) Support Staff Structure Pay Scales Appendix c: Staffing Structure for each school Appendix d: Calculations for the School Timetabled Teaching Week (STTW) for ease of reference Other relevant policies or documents: Professional Standards for Teachers STPCD 2013 STPCD 2014 20

STPCD 2015 STPCD 2016 21