We anticipate it will be an unusual out their salary and any other financial occurrence to pay less than the candidate benefits to which they are entitled. was currently earning. Where a pay determination leads or may There is no right of appeal against the salary lead to the start of a period of pay level to which a person is appointed. safeguarding, the School will give the required notification as soon as possible and Teachers employed on an ongoing basis no later than one month after the date of who work less than a full working week are the determination. deemed to be part-time. We will give them a written statement detailing their working EVIDENCE BASE FOR PAY time obligations and the standard PROGRESSION FOR CLASSROOM mechanism used to determine their pay, TEACHERS subject to the provisions of the statutory pay and working time arrangements and by In coming to make a pay recommendation comparison with the school’s timetabled in the teacher’s appraisal and in coming to teaching week for a full-time teacher in an make a decision on that recommendation equivalent post. We shall follow or on an appeal in relation to that decision, a holistic consideration of all of the Paragraphs 39-44 STPCD 2017 Guidance. following evidence and sources of guidance will be Teachers employed on a day-to-day or other short notice basis will be paid on a Evidence daily basis calculated on the assumption that a full working year consists of 195 days; the teacher’s self-review; periods of employment for less than a day the appraiser’s mid-year and final reviews; being calculated pro-rata. information from line manager; PAY REVIEW PROCESS data tracking student progress; All teachers can expect to receive regular, constructive feedback on their performance lesson observations; and are subject to annual appraisal that recognises their strengths, informs plans for learning walks; their future development, and helps to enhance their professional practice. The book reviews; arrangements for teacher appraisal are set out in our Teacher Appraisal policy. work scrutiny; This policy may include career progression homework tracking; benchmarks and does include our expectation that all teachers will have an examination results; annual target for pupil progress. teacher’s attendance and punctuality The School will ensure that each teacher’s record; and salary is reviewed annually, with effect from 1 September and no later than 31 any additional evidence supplied by the October each year, and that all teachers teacher. (including those on the Leadership Pay Range) are given a written statement setting Sources of guidance
We anticipate it will be an unusual occurrence to pay less than the candidate was currently earning. There is no right of appeal against the salary level to which a person is appointed. Teachers employed on an ongoing basis who work less than a full working week are deemed to be part-time. We will give them a written statement detailing their working time obligations and the standard mechanism used to determine their pay, subject to the provisions of the statutory pay and working time arrangements and by comparison with the school’s timetabled teaching week for a full-time teacher in an equivalent post. We shall follow Paragraphs 39-44 STPCD 2017 Guidance. Teachers employed on a day-to-day or other short notice basis will be paid on a daily basis calculated on the assumption that a full working year consists of 195 days; periods of employment for less than a day being calculated pro-rata. PAY REVIEW PROCESS 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. The arrangements for teacher appraisal are set out in our Teacher Appraisal policy. This policy may include career progression benchmarks and does include our expectation that all teachers will have an annual target for pupil progress. The School will ensure that each teacher’s salary is reviewed annually, with effect from 1 September and no later than 31 October each year, and that all teachers (including those on the Leadership Pay Range) are given a written statement setting out their salary and any other financial benefits to which they are entitled. Where a pay determination leads or may lead to the start of a period of pay safeguarding, the School will give the required notification as soon as possible and no later than one month after the date of the determination. EVIDENCE BASE FOR PAY PROGRESSION FOR CLASSROOM TEACHERS In coming to make a pay recommendation in the teacher’s appraisal and in coming to make a decision on that recommendation or on an appeal in relation to that decision, a holistic consideration of all of the following evidence and sources of guidance will be Evidence the teacher’s self-review; the appraiser’s mid-year and final reviews; information from line manager; data tracking student progress; lesson observations; learning walks; book reviews; work scrutiny; homework tracking; examination results; teacher’s attendance and punctuality record; and any additional evidence supplied by the teacher. Sources of guidance