The Framework of Support Staff Profiles and the County Pay and Council’s Green Book Grading Structure form part of the Whole School Pay Policy. All support staff will be appointed to a profile within the Framework of Support Staff Profiles. The Pay and Grading Structure reflects a points-to-pay relationship; the points attached to each post within the Framework determine the salary that will be paid. The Pay and Grading Structure has grades with incremental points within it. New employees will start at the bottom of the grade. The penultimate point is a Contribution Based Point. The staffing structure is normally reviewed annually. When this review covers the support staff staffing structure the Governing Body (though an appropriate Committee) will use the Framework of Support Staff Profiles to determine the positions within the support staff structure and the pay grade applicable to the post. When a position is not covered by the Framework, a job description and person specification schools should take advice from their HR provider and could submit such to Strategic HR, SCC to ensure that duties and responsibilities are evaluated and an appropriate grade attached. P30. Pay Progression for Support Staff In April of each year employees will automatically move to the next incremental point plus any standard of living increase. When the employee is due to move to the final incremental point within the grade it will not be an automatic progression. It will be dependent upon their satisfactory performance which will be identified within their (PMR) or the Abbreviated Performance Management Process. P31. Acting-Up Allowances Governors reserve the right to pay any member of staff additional salary where he/she covers in the prolonged absence of a more senior colleague. P32. Salary Sacrifice Arrangements/childcare Vouchers The Governing Body will offer salary sacrifice arrangements to allow staff to participate in voluntary schemes such as the childcare voucher scheme and the cycle scheme adopted by the County Council. P33. Cover Arrangements Teachers should be required to cover only rarely, and only in circumstances that are not foreseeable; This does not apply to teachers who are employed wholly or mainly for the purpose of providing such cover. P34. Regrading Process and appeal Process Support Staff –
The Framework of Support Staff Profiles and the County Council’s Green Book Pay and Grading Structure form part of the Whole School Pay Policy. All support staff will be appointed to a profile within the Framework of Support Staff Profiles. The Pay and Grading Structure reflects a points-to-pay relationship; the points attached to each post within the Framework determine the salary that will be paid. The Pay and Grading Structure has grades with incremental points within it. New employees will start at the bottom of the grade. The penultimate point is a Contribution Based Point. The staffing structure is normally reviewed annually. When this review covers the support staff staffing structure the Governing Body (though an appropriate Committee) will use the Framework of Support Staff Profiles to determine the positions within the support staff structure and the pay grade applicable to the post. When a position is not covered by the Framework, a job description and person specification schools should take advice from their HR provider and could submit such to Strategic HR, SCC to ensure that duties and responsibilities are evaluated and an appropriate grade attached. P30. Pay Progression for Support Staff In April of each year employees will automatically move to the next incremental point plus any standard of living increase. When the employee is due to move to the final incremental point within the grade it will not be an automatic progression. It will be dependent upon their satisfactory performance which will be identified within their (PMR) or the Abbreviated Performance Management Process. P31. Acting-Up Allowances Governors reserve the right to pay any member of staff additional salary where he/she covers in the prolonged absence of a more senior colleague. P32. Salary Sacrifice Arrangements/childcare Vouchers The Governing Body will offer salary sacrifice arrangements to allow staff to participate in voluntary schemes such as the childcare voucher scheme and the cycle scheme adopted by the County Council. P33. Cover Arrangements Teachers should be required to cover only rarely, and only in circumstances that are not foreseeable; This does not apply to teachers who are employed wholly or mainly for the purpose of providing such cover. P34. Regrading Process and appeal Process – Support Staff
Whole-School-pay-Policy-BBHS-2015-2016.docx