HR conference for school leadersPay and reward workshop

Gill Martindale, HR Consultant, Browne Jacobson LLP11 October 2016

Pay and reward A fresh look including the latest STPCD changes and flexibilities

Content

• Background to performance related pay for teachers.• The position for 2016.• Practical tips.• The future.

Background to performance related pay for teachers

Recap on changes – 2013 and 2015Key highlights – 2013/14• Pay progression and

performance.• Minima and maxima,

reference points.• Leading practitioner

post.• Fixed term TLR3.• Pay portability.

Key highlights – 2015• Changes and simplification

of leadership pay arrangements.

• Removal of existing requirement for pay differentials between roles.

• 1% pay uplift to minima and maxima of all pay ranges (2% to max of MPR).

• Reference points not included, only minima and maxima.

The position for 2016

The position for 2016• STRB 26th report.

• 1% uplift to the statutory minima and maxima of all pay ranges, including allowances.

• No automatic uplift for employees on maximum point of a pay range or allowance.

• Government advice - linked to performance.

• Standards for Chartered London Teachers not carried forward to 2016 document.

Practical tips

Practical tipsYour pay policy:

• Effective use of criteria to determine pay progression.• Timescales.• Reviewing applications for UPR.• Progression through UPR.

Question: join in with sli.do #BJHR16How many of you have refused pay progression?

• Yes?

• No?

Things to consider

• STPCD vs government guidance.• The link to performance and the impact on your pay

scales.• Ofsted school inspection handbook.• Challenge from governors.• Pay statements.

Question: join in with sli.do #BJHR16A teacher paid on a mid point of MPR is on maternity leave from November 2015 to August 2016.

What would you do in respect of her pay in September 2016?

a) Automatically increase?b) Refuse an increase?c) Take a different option?

Dealing with a situationYou place an advertisement for a teacher of Modern Languages on MPR.

You shortlist and conduct interviews and your preferred candidate is currently on UPR.

• What offer do you make?

Questions: join in with sli-do #BJHR16

1. How many of you had pay appeals last year?

• Yes?

• No?

Appeals processSet out in pay policy

Ideally comprising three stages:

• informal – with headteacher/principal• stage one – governors who approved pay decision• stage two – governors appeal panel.

Potential issues to consider• Administration.

• Budget forecasting.

• Equality, consistency and fairness.

• Union position.

Summary of practical tips• Update your pay policy.• Moderation process.• Appeals process.• Consideration of special cases.• Justification of decisions.• Effect on other processes.• Pay statement.

The future

• 26th STRB report.

• STRB remit – October 2016?

Any questions?

Further information Brownejacobson.com/education

Contact us

Gill Martindale+ 44 (0)161 300 8044gill.martindale@brownejacobson.comvisit our education portal: brownejacobson.com/education

Please noteThe information contained in these notes is based on the position at March 2016 . It does, of course, only represent a summary of the subject matter covered and is not intended to be a substitute for detailed advice. If you would like to discuss any of the matters covered in further detail, our team would be happy to do so.

© Browne Jacobson LLP 2016. Browne Jacobson LLP is a limited liability partnership.