There is a regrading policy which outlines the regrading process and appeal mechanism for support staff. P35. Appeals - Teachers The arrangements for considering appeals are as follows: An employee may seek a review of any determination in relation to his/her pay or any other decision taken by the governing body (or a committee or individual acting with delegated authority) that affects his/her pay. The following list includes the usual reasons for seeking a review of pay. i.e. that the person or committee by whom the decision was made – incorrectly applied any provision of the relevant conditions of service; failed to have proper regard for statutory guidance; failed to take proper account of relevant evidence; took account of irrelevant or inaccurate evidence; was biased; or otherwise unlawfully discriminated against the employee. P36. Procedure For Considering Appeals Relating to Salary The order of proceedings is as follows: 1. The employee receives written confirmation of the pay determination and where applicable the basis on which the decision was made. If the employee is not satisfied, he/she should seek to resolve this by discussing the matter informally with the headteacher making the recommendation to the Pay Committee within ten working days of the decision. Where this is not possible or where the employee continues to be dissatisfied, he/she may follow a formal appeal process. The employee should set down in writing the grounds for questioning the pay decision and send it to the chair of the appeal committee who was not involved in the original determination normally within 10 working days of receiving the outcome of the informal discussion with the headteacher. Any appeal should be heard by a panel of three governors who were not involved in the original determination. The teacher will be given the opportunity to make representations in person. The decision of the appeal panel will be given in writing, and where the appeal is rejected will include a note of the evidence considered and the reasons for the decision.
There is a regrading policy which outlines the regrading process and appeal mechanism for support staff. P35. Appeals - Teachers The arrangements for considering appeals are as follows: An employee may seek a review of any determination in relation to his/her pay or any other decision taken by the governing body (or a committee or individual acting with delegated authority) that affects his/her pay. The following list includes the usual reasons for seeking a review of pay. i.e. that the person or committee by whom the decision was made – incorrectly applied any provision of the relevant conditions of service; failed to have proper regard for statutory guidance; failed to take proper account of relevant evidence; took account of irrelevant or inaccurate evidence; was biased; or otherwise unlawfully discriminated against the employee. P36. Procedure For Considering Appeals Relating to Salary The order of proceedings is as follows: 1. The employee receives written confirmation of the pay determination and where applicable the basis on which the decision was made. If the employee is not satisfied, he/she should seek to resolve this by discussing the matter informally with the headteacher making the recommendation to the Pay Committee within ten working days of the decision. Where this is not possible or where the employee continues to be dissatisfied, he/she may follow a formal appeal process. The employee should set down in writing the grounds for questioning the pay decision and send it to the chair of the appeal committee who was not involved in the original determination normally within 10 working days of receiving the outcome of the informal discussion with the headteacher. Any appeal should be heard by a panel of three governors who were not involved in the original determination. The teacher will be given the opportunity to make representations in person. The decision of the appeal panel will be given in writing, and where the appeal is rejected will include a note of the evidence considered and the reasons for the decision.
Whole-School-pay-Policy-BBHS-2015-2016.docx