Payscales Booklet for Schools

Payscales Booklet for Schools

2016-17 (September 2016 version)

Schools that subscribe to the HR SLA may download this document from the Northumberland Schools’ Network at reproduce it for their own internal purposes

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Contents

Section

/

Page Number

Section 1 - Teaching Staff from 1 September 20165

Leadership Group Pay Scale

Explanatory Notes on Leadership Group Pay
Leading Practitioners
Main/Upper Pay Range Teachers
Teaching and Learning Responsibility (TLR) Payments
SEN Allowances
Unqualified Teachers
Calculating Pay and Hours for Part-Time Teachers
Supply Teacher/Teacher Working Additional Hours Rates
Additional Payments
Safeguarding / 1
2
5
6
6
9
10
11
11
12
14
Section 2 - Support Staff from 1 April 20165

Local Government Services Pay Scale – Single Status Bands

Key Terms and Conditions – Single Status

Local Government Services Pay Scale – Grades before Single Status

Key Terms and Conditions – before Single Status

/ 17
19
23
24
Section 3 – Foreign Language Assistants from 1 September 20165Foreign Language Assistants / 27

Section 1

Teaching Staff

from 1 September 2016

Note:

From September 2015 it will be a statutory requirement to uplift the salary of teachers paid on the minima of the ranges by 1%, i.e. to ensure no teacher is paid below the national range. Other than that, whilst schools are not obliged to do so, they may decide to set their own pay points within a pay range in their local policies, if they judge it appropriate to their needs. One option is to continue to use the previous pay scale points (uprated as appropriate) as the basis for an annual pay award. The LGA has produced such points and that has formed the basis for the figures provided in the document.

Leadership Group

Leadership Reference Point / 1 September 20154
(£) / 1 September 20165
(£)
Minimum –LRP1 / 38,59838,251 / 38,98438,598
LRP2 / 39,56439,172 / 39,96039,564
LRP3 / 40,55240,150 / 40,95840,552
LRP4 / 41,56341,150 / 41,97941,563
LRP5 / 42,59742,175 / 43,02342,597
LRP6 / 43,66543,232 / 44,10243,665
LRP7 / 44,84144,397 / 45,29044,841
LRP8 / 45,87645,421 / 46,33545,876
LRP9 / 47,02146,555 / 47,49247,021
LRP10 / 48,22847,750 / 48,71148,228
LRP11 / 49,84148,991 / 50,34049,481
LRP12 / 50,62050,118 / 51,12750,620
LRP13 / 51,88651,372 / 52,40551,886
LRP14 / 53,18052,653 / 53,71253,180
LRP15 / 54,50353,963 / 55,04954,503
LRP16 / 55,95155,397 / 56,51155,951
LRP17 / 57,23756,670 / 57,81057,237
LRP18* / 58,096/58,677 *58,096 / 58,677/59,264 *58,096/58,677
LRP19 / 60,13159,535 / 60,733160,131
LRP20 / 61,62361,012 / 62,24061,623
LRP21* / 62,521/63,147 *62,521 / 63,147/63,779 *62,521/63,147
LRP22 / 64,71564,074 / 65,36364,715
LRP23 / 66,31865,661 / 66,98266,318
LRP24* / 67,290/67,963 *67,290 / 67,963/68,643 *67,290/67,963
LRP25 / 69,65268,962 / 70,34969,652
LRP26 / 71,37570,668 / 72,08971,375
LRP27* / 72,419/73,144 *72,419 / 73,144/73,876 *72,419/73,144
LRP28 / 74,95874,215 / 75,70874,958
LRP29 / 76,81476,053 / 77,58376,814
LRP30 / 78,72677,946 / 79,51478,726
LRP31* / 79,872/80,671 *79,872 / 80,671/81,478 *79,872/80,671
LRP32 / 82,67681,857 / 83,50382,676
LRP33 / 84,73183,892 / 85,57984,731
LRP34 / 86,82585,965 / 87,69486,825
LRP35* / 88,102/88,984 *88,102 / 88,984/89,874 *88,102/88,984
LRP36 / 91,18790,284 / 92,09991,187
LRP37 / 93,45492,528 / 94,38993,454
LRP38 / 95,76694,817 / 96,72495,766
LRP39* / 97,128/98,100 *97,128 / 98,100/99,081 *97,128/98,100
LRP40 / 100,54899,552 / 101,554100,548
LRP41 / 103,060102,039 / 104,091103,060
LRP42 / 105,642104,596 / 106,699105,642
Maximum - LRP43 / 107,210107,210 / 108,283107,210

Explanatory Notes on Leadership Group Pay

The STPCD 20165 makes the following provision for leadership range:

• 1% uplift for the range minima and maxima

No uplift for the maxima of the eight headteacher group ranges

No uplift for the maximum of the Leadership Pay Range

*The freezing of the maximum point of the leadership group range and the maxima of the eight headteacher group ranges does not mean that those points must be frozen where they apply to a Head who is not at the top of a school group range or to a deputy head, head of school or assistant headteacher. For this reason the above table contains alternative values for points 18, 21, 24, 27, 31, 35, 39, one set remaining at 2014 levels, the other uplifted by 1%.

The governing body may choose to review leadership pay levels under the STPCD 20165 where:

• A leader’s responsibilities have significantly changed on or after 1 September 20165;
• If required to maintain consistency with pay arrangements for new appointments to the leadership team made on or after 1 September 20165.
• In order to retain the headteacher.

Headteachers

Each governing body must set an Indicative Pay Range (IPR) for the headteacher in accordance with STPCD 20165:

• for all appointments made on or after 1 September 20165
• as a result of the school moving to a different headteacher group.

For postholders appointed before 1 September 2014 ( see STPCD 2013) the current Individual School Range (ISR) will continue to apply.

The ISR will be within the range of points for the relevant headteacher Group below based on the Unit Total for the school(s). This is calculated according to a weighted average of pupil numbers for ordinary schools; a modified formula applies to special schools, as set out in the School Teachers’ Pay and Conditions Document 20165.

Unit Totals

Ordinary Schools /

Modified Unit Totals

Special Schools /

Headteacher Group

/ Range of spine points
Up to 1,000
1,001 to 2,200
2,201 to 3,500
3,501 to 5,000
5,001 to 7,500
7,501 to 11,000
11,001 to 17,000
17,001 and over / Up to 2,200
2,201 to 3,500
3,501 to 5,000
5,001 to 7,500
7,501 to 11,000
11,001 to 17,000
17,001 and over / 1
2
3
4
5
6
7
8 / L6
L8
L11
L14
L18
L21
L24
L28 / -
-
-
-
-
-
-
- / L18
L21
L24
L27
L31
L35
L39
L43

• The governing body has discretion to appoint a new headteacher to any reference point within the IPR.
• Where the headteacher is permanently appointed as the headteacher of more than one school the governing body must determine the IPR by applying the school group based on the total unit score of all the schools.
• Where the headteacher is temporarily appointed as the headteacher of more than one school then a temporary payment is awarded instead.

Deputy Heads and Heads of School

The governing body has discretion to appoint a new deputy head or head of school to any reference point within the school’s deputy headteacher range.

Assistant heads

The governing body has discretion to appoint a new assistant head to any reference point within the school’s assistant headteacher range.

Note: there are no longer any statutory differentials between the pay ranges for leadership posts. However, the pay range for a deputy head, head of school or assistant head should only overlap that of the headteacher in “exceptional circumstances”.

Additional Payments for Headteachers

a)Discretionary payments for headteachers (awarded prior to 1 September 2014)

This limit is calculated under the STPCD 2013 as:

•all discretionary payments made under paragraphs 39, 40, 41 and 12.3

•less any payments made under paragraph 39 where the residential duties are a requirement of the post

•less any payments made under paragraph 41 if these are relocation expenses solely related to the personal circumstances of the head.

b)Temporary payments for headteachers (awarded from 1 September 20165 under paragragh 10 of the STPCD 20165).

Payments may be made to headteachers for clearly temporary responsibilities and or duties that are in addition to the post for which their salary has been determined.

Discretionary/temporary payments received during the school year 1 September 20165– 31 August 20176cannot, other than in wholly exceptional circumstances, exceed 25% of the headteacher’s point on the leadership group pay spine as at 1 September 20165 in that year. This 25% limit does not apply to payments made in accordance with residential duties that are a requirement of the post or payments in respect of housing or re-location expenses.

It is for the governing body to determine whether the circumstances justify the exception but must comply with the following requirements:

•agreement to exceed the 25% maximum must be made by the full governing body in the case of schools with a delegated budget;

•the relevant committee must submit a business case to the full governing body to consider;

•independent external advice must be sought to consider the provisions of the STPCD and whether these have been properly applied (this can be provided by the relevant HR Manager under the Human Resources SLA); and

•there must be a clear audit trail of advice and a full and accurate record of decisions made.

Leading Practitioners

The governing body will:

• Keep under review whether or not they wish to establish/ review Leading Practitioner posts.
• establish an individual post range within the minimum and maximum pay range for each Leading Practitioner post.
• determine whetherdifferent posts in the same school may be paid on different individual postranges within the overall pay range to reflect the different demands and challenges of each post.
• determine where, within the individual post range for that particular post, each Leading Practitioner shall be paid.

The pay range for leading practitioners is:

Leading Practitioner Pay Range

Pay Range / 1 September 20154
Basic Salary (£) / 1 September 20165
Basic Salary (including 1% pay uplift) (£)
Minimum / 38,598215 / 38,984598
Maximum / 58,677096 / 59,2648,677

A pay range for Leading Practitioners may have been set in the school’s 2015– 16 Pay Policy. The salary values in the table have been updated to include the 1% national pay uplift. The minimum of the range is the equivalent of leadership reference point 1 and the maximum of the range is equivalent to leadership reference point 18. Schools may choose to use “reference points” within the pay scale.

Main/Upper Pay Range Teachers

In the tables below the 1% national pay uplift has also been applied to the minimum value and all discretionary reference points.

Note:the table also contains two values for the maximum point of the Main Pay Range, demonstrating the values of both a 1% and a 2% uplift. NCC does not specifically recommend the adoption of either a 1% or a 2% uplift to the salaries of teachers at the top of the Main Pay Range, but merely provides the figures for both. This is because, notwithstanding the 2% uplift to the maxima of the national range, governing bodies have the option of differentiating the award at the maximum if their 2014 pay and appraisal policies provide a sound evidence-based process for doing so.

Main Pay Range

1 September 2014 / 1 September 2015
Value / Value / Basic Salary (£)
MPR Statutory Minimum / 22,24422,023 / MPR Statutory Minimum / 22,46722,244
MPR 2 / 24,00223,764 / MPR Reference Point 2 / 24,24324,002
MPR 3 / 25,93225,675 / MPR Reference Point 3 / 26,19225,932
MPR 4 / 27,92727,650 / MPR Reference Point 4 / 28,20727,927
MPR 5 / 30,12829,829 / MPR Reference Point 5 / 30,43030,128
MPR Statutory Maximum / 32,509/32,83132,187 / MPR Statutory Maximum / 33,16032,509/32,831

Upper Pay Range

1 September 20154 / 1 September 20165
Value / Value / Basic Salary (£)
UPR Statutory Minimum / 35,2184,869 / UPR Statutory Minimum / 35,571218
UPR Reference Point 2 / 36,523161 / UPR Reference Point 2 / 36,889523
UPR Statutory Maximum / 37,871496 / UPR Statutory Maximum / 38,2507,871

Teaching and Learning Responsibility (TLR) Payments

TLR1 and TLR 2 Payments may only be awarded on a permanent basis (unless covering a vacancy, sickness, maternity leave or a secondment).

Values

The governing body must determine whether to award a TLR 1 or TLR 2 and its value, in accordance with its pay policy, provided that (from 1 September 20165):

a)the annual value of a TLR 1 shall be no less than £7,546 and no greater than £12,770;

b)the annual value of a TLR 2 shall be no less than £2,613 and no greater than £6,386;

The value of the TLR 1 or TLR 2 payment must be pro-rated for part-time teachers.

There is no longer a statutory differential between TLR values.The governing body therefore has some flexibility in determining the value of TLR payments.

Payment / 1 September 20154 / 1 September 20165
TLR 2 / 2,6132,587 / 2,64013
6,3866,322 / 6,450386
TLR 1 / 7,5467,471 / 7,622546
12,77012,642 / 12,898770

TLR3 Payment

Values

The relevant body must determine whether to award a TLR 3 and its value, in accordance with its pay policy, provided that (from 1 September 20165) the annual value of a TLR 3 shall be no less than £52317and no greater than £2,603577.

This value applies to each individual TLR 3 payment; it is not an annual maximum that an individual teacher can receive in TLR 3 payments.

There is no requirement to pro-rata TLR 3 payments for part-time teachers.

Payment / 1 September 2014 / 1 September 2015
TLR 3 / 517510 / 52317
2,5772,550 / 2,603577

Although a teacher cannot hold a TLR 1 and a TLR 2 concurrently, a teacher in receipt of a TLR1 or TLR2 may also receive a concurrent fixed-term TLR 3 payment.

SEN Allowances

Values

The governing body must determine whether to award a SEN allowance and its value, in accordance with its pay policy, provided that the allowance is not less than £2,08564 and no more than £4,116075per annum.

The spot value allowance paid to an individual teacher is determined by the relevant body 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 or expertise of the teacher relevant to the post; and

(c)the relative demands of the post.

Unqualified Teachers

Since 1 September 2013 each governing body has set its own pay range within its Pay Policy between the statutory minimum and maximum . An example of how reference points between the minimum and maximum may be set are shown in the table below.

1 September 20154 / 1 September 20165
Value / Value / Basic Salary (£)
UQPR Statutory Minimum / 16,29816,136 / UQPR Statutory Minimum / 16,46116,298
UQPR Reference Point 2 / 18,19418,013 / UQPR Reference Point 2 / 18,37618,194
UQPR Reference Point 3 / 20,08819,889 / UQPR Reference Point 3 / 20,28020,088
UQPR Reference Point 4 / 21,89421,766 / UQPR Reference Point 4 / 22,11321,894
UQPR Reference Point 5 / 23,88123,644 / UQPR Reference Point 5 / 24,12023,881
UQPR Statutory Maximum / 25,77625,520 / UQPR Statutory Maximum / 26,03425,776

Unqualified teachers may be instructors who the law allows to carry out the same duties as qualified teachers.Instructors can be employed:

• to give instruction in any art or skill or in any subject or group of subjects (including any form of vocational training), where special qualifications or experience or both are required, in order to give such instruction; and
• if the governing body is satisfied that he/she has the necessary special qualifications or experience or both to do the job.

Examples of instructors include a linguist or an interpreter as an instructor to teach

one or more foreign languages, an artist to teach art, a musician to teach music, a

carpenter to teach woodwork or an actor to teach drama.

Unqualified teachers may be overseas trained teachers (i.e. those who qualified as teachers in countries outside of the EEA and Switzerland) who are allowed to work as unqualified teachers for a maximum of four years without the need to gain Qualified Teacher Status.

Unqualified teachers are not eligible for TLR payments or SEN Allowances, but governing bodies may award an unqualified teachers’ allowance of any value within the context of their staffing structure and pay policy if they consider that they have:

• a sustained additional responsibility which is focused on teaching and learning and requires the exercise of a teacher’s professional skills and judgement; or
• qualifications or experience which bring added value to the role they are undertaking.

Calculating Pay and Hours for Part-Time Teachers

The pay and hours of part-time teachers are calculated according to a standard national formula based on the proportion of the full-time timetabled teaching week in the school that they work:

• the School Timetabled Teaching Week (STTW) is the session hours that are timetabled for teaching in a specific school including planning, preparation and assessment (PPA) time and other non- contact time and excluding break times, registration and assemblies e.g. 25 hours per week;
• the number of hours of the STTW worked by the teacher is the number of session hours within the STTW worked by a specific part-time teacher e.g. 15 hours per week;
• the percentage of the STTW worked by the teacher is used to calculate the proportion of the full-time salary that they are paid e.g. 15 hours/25 hours = 60%;
• the number of hours of directed time worked by the teacher is calculated using the same percentage as the proportion of STTW hours worked by the teacher e.g. 60% of 1265 hours of directed time = 759 hours per year.

Rates forSupply Teachers/

Part-Time Teachers Working Additional Hours

Daily rate (1/195 x full-time salary)

Point / 1 September 20165
full-time salary (£) / Daily Rate (£)
MPR Minimum / 22,46722,244 / 115.214.07
Reference point 2 / 24,24324,002 / 124.323.08
Reference point 3 / 26,19225,932 / 134.312.98
Reference point 4 / 28,20727,927 / 144.653.21
Reference point 5 / 30,43030,128 / 156.054.50
MPR Maximum / 33,16032,509/32,831 / 170.0566.71/168.36
UPR Minimum / 35,57135,218 / 182.410.60
Reference point 2 / 36,88936,523 / 189.177.29
UPR Maximum / 38,25037,871 / 196.154.21

Additional Payments for Teachers

Governing bodies have discretion to make additional payments to teachers in accordance with the school’s pay policyfor the following specific purposes:

Recruitment and retention incentives and benefits – must be set in pay policy(paragraph 27of STPCD 2015)

Governing bodies may award whatever payments, financial assistance, support or benefits they think appropriate to recruit and retain teachers. There must be a regular formal review of all such awards. The expected duration of any award and the review date after which it may be withdrawn must be clear at the outset.

Additional payments – must be set in pay policy(paragraph 26of STPCD 2015)

• continuing Professional Development undertaken ouside of the school day;
• activities relating to the provision of initial teacher training as part of the ordinary conduct of the school;
• participation in out-of-school learning activity agreed between the teacher and the Headteacher;
• additional responsibilities and activitiesdue to, or in respect of, the provision of services related to the raising of educational standards in one or more additional schools.

Residential duties – must be set in pay policy(paragraph 25of STPCD 20165)

Governing bodies have discretion to make whatever payment they see fit for residential duties. Residential special schools follow the payments set by the Joint Negotiating Committee for Teachers in Residential Establishments. Other residential schools may follow these terms or set their own. Further details are available from your HR adviser.

Acting allowance

Within four weeks of temporarily assigning the duties of head, deputy or assistant head to a teacher the governing body must consider whether a teacher should receive an acting allowance (NB. this only applies where the substantive post holder is absent due to sickness, maternity leave etc.). If an acting allowance it is to be paid the teacher will receive pay equivalent to such point on the leadership group pay spine as is considered to be appropriate, subject to it not being lower than the minimum of the ISR or pay range of the post.

Performance payments to seconded teachers