To recommend to the Governing Body the annual budget for pay and to ensure that sources of external funding for pay are accessed to maximum effect. Membership of the Pay Committee will not be open to anyone who could benefit financially, directly or indirectly from such membership or any of the decisions of the committee. Guidance Note: Schools/academies will need to consider carefully the membership of the committee and appeals committee to ensure the right composition. In particular they should avoid both the Chair and Vice Chair of Governors being members of the Pay Committee as this will inhibit one of these key, senior roles being available for any pay appeals that may arise. 2.3 Annual Pay Review The Governing Body, via the Finance Committee, will determine the budget to be set for pay, including pay progression for all staff. An annual review of pay be conducted for all staff by the Pay Committee in accordance with this Policy and will comply with equal opportunities, employment legislation and any instructions or guidance from relevant bodies such as the DfE. Pay will be assessed on the same basis for full and part time staff. All decisions made by the Pay Committee will take due account of the appraisal statement and all relevant information available from an appraisal or other review of an employee’s skills, abilities, performance and any other factors deemed to be relevant. This will include any recommendation made by an employee’s appraiser. All decisions regarding pay progression for teachers, including the Leadership Group should be made without undue delay. These should be completed prior to or on 31st October for teaching staff and prior to or on 31st December for the Head Teacher. Pay progression for all teaching including the Leadership Group, is normally with effect from 1st September unless determined otherwise within the discretions of this policy. Guidance Note:
To recommend to the Governing Body the annual budget for pay and to ensure that sources of external funding for pay are accessed to maximum effect. Membership of the Pay Committee will not be open to anyone who could benefit financially, directly or indirectly from such membership or any of the decisions of the committee. Guidance Note: Schools/academies will need to consider carefully the membership of the committee and appeals committee to ensure the right composition. In particular they should avoid both the Chair and Vice Chair of Governors being members of the Pay Committee as this will inhibit one of these key, senior roles being available for any pay appeals that may arise. 2.3 Annual Pay Review The Governing Body, via the Finance Committee, will determine the budget to be set for pay, including pay progression for all staff. An annual review of pay be conducted for all staff by the Pay Committee in accordance with this Policy and will comply with equal opportunities, employment legislation and any instructions or guidance from relevant bodies such as the DfE. Pay will be assessed on the same basis for full and part time staff. All decisions made by the Pay Committee will take due account of the appraisal statement and all relevant information available from an appraisal or other review of an employee’s skills, abilities, performance and any other factors deemed to be relevant. This will include any recommendation made by an employee’s appraiser. All decisions regarding pay progression for teachers, including the Leadership Group should be made without undue delay. These should be completed prior to or on 31st October for teaching staff and prior to or on 31st December for the Head Teacher. Pay progression for all teaching including the Leadership Group, is normally with effect from 1st September unless determined otherwise within the discretions of this policy. Guidance Note: