OCL PAY POLICY

Contents

Item no / Contents / Page No
1 / Introduction / 3
2 / Delegation of Decision Making / 3
2.3 / Pay Progression Based on performance / 4
2.4 / Progression to Upper Pay Range / 4
2.5 / Awards for performance to teachers paid on the upper pay spine (i.e. teachers having passed through the 2012 threshold assessment. / 5
2.6 / Appeals against pay decisions / 6
2.7 / The Role of the Regional Academy Director / 6
3.1 / Starting Salary of new Employees / 6
3.2 / Recruitment and Retention Incentives / 7
3.3 / Allowances / 7
3.4 / Pay Scales for Senior Leaders
3.5 / Awards for Performance of senior managers and Lead Practitioners / 7
4 / Performance below required standard for pay progression / 8
5 / Annual Performance Appraisal / 8
6 / Annual Review of Principal’s and Deputy Principal’s pay / 9
7 / Acting Allowance for Senior Leaders / 9
8 / Salaries of Support Staff / 9
9 / Review of OCL Pay Policy / 10
Appendices
Appendix 1 / Academy Pay Committee Terms of Reference
Appendix 2 / Appeals Process
Appendix 3 / Template for Application to Upper Pay Range
Appendix 4 / Principal’s Performance Management suggested template Primary and Secondary
Appendix 5 / TLRs
Appendix 6 / Pay Scales (Teaching Staff)

1Introduction

1.1OCL will operate a Pay Policy which, for teachers, willreflect the current School Teachers’ Pay and Conditions Document 2013. OCL will

  • grade posts appropriately within the conditions of employment identified in OCL conditions of service for teachers and non teachingstaff,
  • grade posts in accordance with any evaluation scheme adopted by the OCL for any group of support staff and take into account pay relativities between posts within the Academy,
  • ensure that the annual appraisal of all teachers, including members of the Academy Leadership Team, and the annual performance review of the Principal is fairly and properly conducted,
  • ensure that the discretion available under this policy is exercised in a fair and equitable manner,
  • OCL will determine the salary of a teacher on an annual basis and notify the teacher in writing of the salary determination by 31 October each year with effect from 1 September of that year.

2Delegation of Decision Making

2.1Principal

2.1.1Except where otherwise stated the OCL Board, via the OCL Remuneration Committee, having determined the policy as set out belowand being mindful of any OCL wide pay policy, will delegate the day to day management of the policy to the Principal in consultation with the Regional Academy Director (RAD). The Principal will make recommendations to the RAD onthose occasions when the delegated responsibility needs to be exercised in respect of the discretionary elements of this policyand where any decision may have implications for OCL.

2.1.2The Principal, in accordance with this policy, will make recommendations on the pay of all staff except his or her own and report those decisions to the Academy Pay Committee for ratification. The Academy Pay Committee (APC) shall consist of the RAD, (who will Chair the Committee), the Chair of the Academy Council and the Principal. The Terms of Reference of the Academy Pay Committee are attached at Appendix 1.

2.1.3The Principal’s pay will be set by the Oasis Board.

2.1.4The OCL Boardrequire that the Principal in exercising the delegated responsibilities has appropriate regard to the Academy budget, the requirements of employment legislation,particularly the Equalities Act and OCL Pay Policy. The OCL Board expects the Principal to seek appropriate advice from the Regional HR Business Partner where appropriate.

2.1.5A delegated committee consisting of a Principal from another Academy in the Region and an HR Business Partner from another Regionwill be responsible for any appeal procedures. The Appeals process is attached as Appendix 2

2.2Main Pay Range

2.2.1Teachers on the Main Pay Range will be paid on the 6-point scale on the Main Pay Range.

2.3Pay Progression based on teacher’s performance

2.3.1As revised procedures on pay progression do not take effect until

September 2014, applications for progression to the Upper Pay Scale from September 2013, progression on the Main and Upper Pay Scales and pay determinations for new appointees taking up posts prior to September 2014 will therefore be carried out in accordance with the provisions of the 2012 STPCD.

2.3.2 At OCL all teachers can expect to receive regular, constructive feedback on their performance and are subject to annual appraisal that recognises their strengths, informs plans for their future development, and helps to enhance their professional practice. Pay progression will be based on performance. The agreed arrangements for teacher appraisal are set out in the OCL Performance Appraisal Policy.

2.3.3The annual salary assessment should be based on the performance of the employee against their agreed objectives, evaluation in accordance with the Teacher standards or in the case of non-teaching staff other relevant guidanceand an overall professional judgment based on both the quantitative and qualitative data available.

2.3.4 Teachers will be awarded pay progression following a successful performance management/appraisal review.

2.3.5Significant concerns about standards of performance should have been raised in writing with the teacher during the annual performance management/appraisal cycle.

2.3.6Teachers in their induction year will be awarded pay progression on the successful completion of induction.

2.4Progression to the upper Pay range

2.4.1A teacher must apply in writing using the template attached at appendix 3withno more than 2 additional sides of A4 if required. The competed form should be the Principal to be considered for progression to the upper pay range. In order to be eligible to be assessed, teachers must have QTS or QTLS. The deadline for applications is 15th Octoberfollowing the date on which the successful application would be paid with backdating for successful applicants to 1st September.

2.4.2Teachers who move on to the Upper Pay Range will be paid on the 3-point scale on that Range.

2.4.3All eligible applicants will be assessed against the results of appraisals and the criteria set out in Part 3 Page 22 of the STPCD 2013. The Principal must be satisfied that candidates continue to meet the Teachers Standards 2012 before going on to assess them against the STPCD 2013 Criteria If the Teachers Standards are not met then no assessment can take place.

2.4.4For an application to be successful the Principal must be satisfied that:

  • the teacher is highly competent in all elements of the relevant standards;

and

  • the teacher’s achievements and contribution to the school are substantial and sustained.

2.4.5For the purposes of this policy:

  • ‘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 Academy, in order to help them meet the relevant standards and develop their teaching practice.
  • ‘Substantial’ means performance which is of real importance, validity or value to the academy; play a critical role in the life of the school; provide a role model for teaching and learning; make a distinctive contribution to the raising of pupil standards; take advantage of appropriate opportunities for professional development and use the outcomes effectively to improve pupils’ learning.
  • ‘sustained’ means maintained continuously over a period of 2 academic years

On determination of assessments by the Principal, all successful applicants will be moved onto the first point of the upper pay spine as from the following 1st September.

2.4.6Eligible teachers are only permitted to be considered once during the course of an academic year for Upper Pay Range assessment as part of the performance appraisal cycle.

2.4.7The Principal is responsible for giving written feedback to all Upper Pay Scale applicants, including advice on aspects of their performance which might benefit from further development as part of the normal performance management cycle. In the case of unsuccessful applicants, the Principal is required to provide written feedback on the outcome of the application by the end of the Autumn Term

2.5Awards for performance to teachers paid on the upper pay spine (i.e. teachers having passed through the 2012 threshold assessment)

2.5.1Principals will assess Post threshold teachers on their second annual salary review after reaching U1 on the upper threshold scale for progression to point U2, and on their second annual salary review after reaching U2 for progression to point U3, against the Teachers’ standards. In each case salary progression is subject to moderation by the Principal before it can be confirmed.

2.5.2Principals and teachers should include appropriate performance targets to allow teachers to demonstrate the required knowledge and skills, and also their overall performance against the achievement and maintenance of post threshold standards.

2.5.3Any salary determination will be based on the performance of the teacher in accordance with OCL Performance Appraisal policy. A teacher will notnormally be considered for progression within the upper pay spine who has been on his/her current point for less than 2 years. Progression will only be by one point in any annual review.

2.5.4Teachers have a right of appeal as in 2.6 below.

2.5.5Where a teacher has been absent through long term illness or on maternity leave the Assessor will ensure that a performance review is conducted when the teacher returns to the Academy to enable a proper and reasonable assessment to be made. In the event that the Assessors recommendation (moderated by the Principal) is to progress the teacher to the next point on the upper pay spine the award may be back dated to the September from when the entitlement to be considered for progress was achieved.

2.6Appeals against pay decisions

2.6.1A process for Appeals is attached as an appendix2.Teachers have the right to make representations and to appeal about any aspect of their pay or pay progression in accordance with the OCL pay appeals procedure. OCL will ensure that the appeals procedure meets the minimum statutory requirements on disputes resolution.

2.7The role of the Regional Academy Director (RAD)

2.7.1The RADwill be available to the Principal for consultation on those matters of this policy delegated to the Principal.

2.7.2TheRADwith Chair of Academy Councilwill carry out the role of agreeing or setting performance objectives for the Principal as set out in the OCL Performance Appraisal Policy. A suggested Template for Principal appraisal is attached as Appendix 4.

2.7.3. RADs decisions in relation to pay progression for Principals must be signed off by the appropriate members of OCL Executive, National Director of Academies, and Director for Operations and the Head of OCL HR Department.

3.Exercise of Discretion

3.1Starting salary of new employees

3.1.1OCL anticipates that it will be a rare occurrence to pay less than the candidate was previously earning.

3.1.2ThePrincipal may additionally award points on any scale for new employees for experience to either teachers or support staff, as appropriate, as follows:-

  • Where the Principal considers a newly appointed employee has experience which isdirectly relevant to the post to which s/he has just been appointed then the Principal may additionally award points on the basis of one point for each complete year of the experience.
  • Where the Principal regards the newly appointed employee has experience which is of value to the post to which s/he has just been appointed, then the Principal may additionally award points on the basis of one point for each complete two years of experience.

3.2Recruitment and Retention Incentives

3.2.1The Principal may decide to make payment of recruitment or retention incentives or benefits where s/he considers it necessary to recruit or retain appropriate staff. The amount available for this is between £500-£2500. This can be done at any time during the academic year. This allowance should not exceed a period of 3 years.

3.2.2Where the Principal exercises such discretion s/he will report the decision to the APC together with reasons and the level and length of the award.

3.3Allowances

3.3.1The Principal will report to the Academy Pay Committee any review of the OCLstaff pay structure having:

  • taken account of any financial limits determined by OCL
  • identified the posts to which allowances will be allocated on a permanent basis for Teaching and Learning Responsibilities (TLR) in accordance with the requirements of the STPC Document
  • identified the level of allowance to be allocated to each post in the staffing structure
  • identify any TLR3 payments, giving the reason for the award of the allowance and its duration
  • OCL will ensure that TLR1 and TLR2 payments will be allocated in accordance with agreed criteria. Teachers will not be expected to undertake permanent additional responsibilities without payment of a permanent TLR1 or TLR2 payment.
  • Shared clear criteria for the award, level and duration of time-limited TLR3 payments will be set out.

3.3.2TLR3 allowances will be paid in full for part-time staff

3.3.3 Further Clarification on TLR payments is attached at appendix 5

3.4Pay Scales for Senior Leaders

3.4.1The Principal, in agreement with the RAD, will determine the 5 pay point range on which each seniormanager will bepaid, having regard to the qualifications, experience, responsibilities and performance of the senior leaders. Part 2 of The STPCD stipulates the process for determining ranges.

3.5Awards for performance of senior Leaders and Lead Practitioners

3.5.1At the time of the annual assessment of employees under the appropriate appraisal or performance management scheme,the Principal will determine whether any of the post holders above, be allowed to progress on his/her salary range for exemplary performance.

3.5.2Any decision made by the Principal shall be in respect of the excellence of the employee’s performance, during the previous year, across all aspects of the employee’s duties, having regard to his/her performance appraisal , and by reference to his/her overall contribution. Lead Practitioners will be expected to contribute tothe OCL national Lead Practitioners Group

3.5.3Where an employee has been absent through long term illness or on maternity leave the Principal will ensure that a performance review has been conducted. In the event that a review cannot be conducted until the employee returns to work a review will be conducted at such time following the employee’s return to work to enable a proper and reasonable assessment to be made. In the event that the Principal’s decision is to reward the employee for his/her performance the award may be back dated to the beginning of the academic year.

4.Performance below the required standard for pay progression

4.1At the time of making the annual assessment of an employee’s salary, or separately if considered appropriate and/or necessary by the Principal, the Principal may convene a meeting withany employee whose performance is causing serious concern.

4.2The Principal shall only make such a decision regarding an employee if s/he has made aware of performance issues or receiving structured support orhas been subject to formal capability procedures. The employee must have been made aware by the Principal of his/her intention to make such a decision as part of the formal process conducted under the capability procedures. The employee will, therefore, have had a right of appeal against such a decision under the capability procedures and there will be no further right of appeal under this policy.

If a case for serious concern is made, an appropriate period of support will be provided to the employee by OCL at the end of which will be a further meeting to review progress. If the employee is still experiencing difficulties, consideration of further measures may need to be given.[SG1]

5.Annual Performance Appraisal

5.1In accordance with the OCL performance appraisal scheme, on or immediately after 1st September of each year, or as soon as possible thereafter, the Principal or appropriate leader within the Academy will carry out an annual appraisaleach employee, including members of the senior leadership team.

Each employee will be informed of his/her salary from 1stSeptember, including any award with regard to the annual performance review conducted in accordance with the appraisal policy. The Principal will inform each employee in writing of the proposed salary by 31st October at the latest.The performance management/appraisal review statement at the end of the cycle will be the only source of evidence a teacher requires to support pay progression. A teacher can submit additional evidence but is not required to do so.[SG2]

6.Annual Review of the Principal’s and Deputy Principals Pay

6.1The RAD will review the salary of the Principaland Deputy Principals and make recommendations to the National Director for Academies based onoverall performance and the achievement of the objectives set for the review year. (Refer to item 2.7.3).

6.2The RAD and the Principal will decide on the pay Deputy Principals and they will be informed in writing of the outcome before the end of the autumn term.

7.Acting Allowance for Senior Leaders

7.1In the prolonged absence of the Principal, a Deputy Principal, an Assistant Principal or a TLR post holder, the Principal may appoint a teacher to act up during the absence of the post holder. From the date that the Principal considers it necessary to make an acting appointment the Principal may pay a salary considered appropriate according to whether or not the whole responsibilities of the post to which the employee is acting up are being required. The conditions of employment for a Principal, Deputy or Assistant Principal WILL also apply to any person in receipt of such an acting allowance.

7.2If, during any absence of the Principal, Deputy Principal or Assistant Principal the acting appointment is made and maintained for a period then the RAD will consider within four weeks of the acting appointment whether or not the teacher shall be paid an acting allowance.

8.REVIEW OF POLICY

8.1The policy will be monitored and reviewed in consultation with trade union representatives on an annual basis. An annual written report on the operation of the pay policy, recording pay decisions taken and equality impact, will be provided to union representatives.

Appendix 1

Academy Pay Committee Terms of Reference

As indicated earlier, teachers have the right to make representations and to appeal about any aspect of their pay or pay progression in accordance with the OCL appeals procedure within the policy. OCL will ensure that the appeals procedure meets the minimum statutory requirements on disputes resolution.