Deciding teachers' pay
Teachers' pay should be between the top and bottom of the pay ranges. The school teachers' pay and conditions document (STPCD) contains the pay ranges.
Senior managers have the discretion to operate within:
- the full range of incentive options, subject to certain rules
- equal pay or value requirements
We ensure salary safeguarding of teachers employed by us who get a permanent allowance. This is subject to the STPCD.
If an unattached teacher is displaced due to closure and re-appointed salary safeguarding will apply. Salary safeguarding does not apply to unattached teachers moving to academy status.
We will not pay an honorarium payment to a teacher under any circumstances.
Dealing with pay appeals
Teachers can appeal against pay decisions and progression through the pay appeal mechanism. This is set out in our pay policy.
Job descriptions
We will give job descriptions to unattached teachers. We will consult over the content. We will discuss any proposed reviews to reach an agreement with individual post-holders.
Performance management and appraisal
Performance management and appraisal is a shared commitment to high performance. It helps to focus attention on more effective coaching and monitoring. This helps to raise the quality of teaching and benefits children and young people across the county.
Learning and development ensure job satisfaction, expertise and progression for teachers. We have a specific appraisal process in place for unattached teachers.
Pay progression is subject to a successful appraisal review against agreed objectives. The senior manager will make the decision. They will also consider criteria and guidance in the STPCD and other relevant standards.
Where there has been poor performance, the senior manager might decide to withhold pay progression as per our capability policy and procedure.
We assess performance in line with: