Leadership Pay Framework
DfE asks that this field, on contracts of only school leaders, must be reviewed to ensure it indicates which style of pay framework that current Leadership teacher (i.e. head teacher / deputy / assistant head and, depending on school, any executive head and/or leading practitioner) is paid under. In a school some leaders may be on a newer framework while others might stay on an older one.
The 2014 School Teachers Pay and Conditions Document (STPC) introduced a new, simpler framework for determining leadership pay ranges.
These frameworks apply to the determination of the pay ranges for leadership teachers –and this is a separate matter from the annual decisions on progression pay for leaders on these ranges. So, where a school revises its approach to annual progression pay for school leaders after Sept. 2014 this does not necessarily mean that it has moved to the “2014 framework”. If a school makes these revisions to progression payments, while leaving the determinations of pay ranges themselves (for the leaders) still unchanged, it would be classed as still paying leaders under “Pre2014 framework”.
Current values (for SWF 2017) that are acceptable for the “Leadership Pay Framework” data item are:
· “Pre 2014 framework” for use still, where the leadership member of staff remains on S.T.P.C. framework style pay ranges from before DfE’s 2014’s ‘simplifications’, and has had their pay reviewed since 2014, using pay ranges determined using the older pre-2014 style framework.
· “2014 pay framework” is for use on only leadership staff who were appointed since 1/9/2014 or who were moved on to the 2014 (or since) style ‘simplified’ S.T.P.C. framework pay ranges, and so has had their pay reviewed since, using pay ranges from that ‘simplified’ framework.
The DfE asked MIS suppliers (in 2015) to give the “Leadership Pay Framework” data item a default value for all current leadership contracts (at that time) as this data item was introduced:
A. By default, leadership contracts with a start date before 1/9/2014 were given the value: of “Pre 2014 framework” (but, this is not necessarily the correct value for those people).
B. By default leadership contracts with a start date from 1/9/2014 onwards were/are given the value of “2014 framework” (but, this is not necessarily the correct value for those people).
However, these default values (adopted automatically by the MIS) may not be correct (for some/all leadership contracts in your school), or may need a change if that leader’s responsibilities changed significantly since STPC 2014 was introduced, so this data item is manually editable in the MIS.
This data item should be reviewed for accuracy on each current leadership contract using head’s knowledge of pay frameworks in use (per leader contract) + both bullet points above.
In 2015 DfE said: Leadership teachers appointed after 1/9/14 must be paid using ‘2014 framework’ and if on/ after that date leadership teachers responsibilities changed significantly they should be paid using ‘2014 framework’. One difference is that the 2014 pay framework mandates that permanent allowances for school leaders should be included as part of their basic salary, with only temporary allowances (e.g. TLR3) being separate. In contrast, under the “Pre 2014 framework” all allowances for these staff are separate from basic pay, and are reported separately.
So two methods exist for recording leader pay, depending on which framework is relevant to them:
(i) ‘Pre-2014 framework’ with any TLR 1 or 2 as additional payment records (not in base pay) or
(ii) ‘2014 framework’ with any TLR 1 or 2 amounts being included as part of the base pay figure (and not recording these permanent TLRs as additional payments any more).
… and then in either case any TLR 3 must be recorded as an additional payment record with dates.
If needed more info on this is in section 7.2.12 of the DfE’s Main guide for school-employed staff.
David Saxton 06/10/2017