SIMS Personnel

Tashya Sendanayake

1. How many draft versions of the STPCD 2013 was published, before the official version was made available in September 2013?

a) 1

b) 2

c) 3

Questions

2. What statement out of the three below was not  a change described in the School Teachers Pay and Conditions Document 2013?  

a) Pay ranges with maximum and minimum values and mandatory scale points

b) Pay decisions based on the outcome of the teacher's performance appraisal

c) Introduction of the Leading Practitioner post

Questions

Teacher pay changes

STPCD 2013

Teachers Main Scale

• The main and upper pay scales will be replaced by two pay ranges with maximum and minimum pay points

• Removal of automatic increments

Leading Practitioner

• Introduction of new scale and post for School Workforce 2014

• Removal of Advanced Skills Teacher and Excellent Teacher for School Workforce 2014

Performance related pay for teachers

Pay progression after September 2014 dependant on a successful performance appraisal

03 September 2013

Teacher main scale- Spring 2013

• The option within the service term to define a pay range under a distinguished scale type.

• Where a range is defined, the min and max values will be pulled through onto the contact with the ability to define an individual salary value.

Impacted areas

SIMS Personnel Service TermContracts area of the staff recordPersonnel reports.net dictionaryBulk Update screen / replacement for incrementsService Term Export / ImportCommand Pulsar to FMS

FMSSalary Projections & reportsIndividual PaymentsBlock PaymentsSalary Calculator & ReportsImport Payroll FileCommitments through FMSBudget Planning - Salary PlanBudget Planning - Reports

Other areas:

School workforce census

B2B Personnel

Third parties

Leading Practitioner- Spring 2013

• Temporary work around from the Dfe for SWC 2013 posted on SupportNet• Posts of Advanced Skills Teacher and Excellent Teacher will be made inactive, and

Leading Practitioner added.

Performance related pay for teachers

“We currently use a paper-based system and while it is effective, it does create problems in terms of time-management, accessibility,

confidentiality, data analysis and CPD planning”Andrew Leigh (Assistant Head)

Staff Performance in SIMS Personnel

SIMS 2013 Summer 2 release

Core benefits

• Increases efficiency by automating the administration of performance management

• Offers a range of flexible tools that can be utilised by all schools

• Drives staff development across the school

• Motivates staff through their active involvement in their own personal development

• Evidence based decisions during appraisals

Staff Performance licence price

Bulk purchase discount: please get in contact with your account manager for more information

One off charge of: