Advice on the main roles and responsibilities in determining pay progression School Leaders Governing Bodies Teachers Review and develop clear Consider and adopt pay Participate in • • • arrangements for linking and appraisal policies, arrangements for their own appraisal to pay including the criteria for appraisal in line with their progression and propose pay progression. school’s appraisal policy changes to pay and and ensure they Agree the extent to which • appraisal policies, understand the specific functions relating consulting staff and union arrangements within their to pay determination and representatives, as school. appeals processes will be appropriate. delegated to others, such Keep records of their • Submit policies to as the headteacher. objectives and review them • governing body for throughout the appraisal Assure themselves that • approval. process. appropriate arrangements Ensure all teachers are for linking appraisal to pay Where applicable, • • informed of the policies are in place, can be appraise the performance and that they, and applied consistently and of other teachers (as teachers, have the that pay decisions can be delegated by the knowledge and skills to objectively justified. headteacher). apply procedures fairly. Approve teachers’ salaries, Decide whether they wish • • Ensure teachers are including to for access to the • appraised in accordance recommendations from upper pay range and with the school’s appraisal senior leadership team on provide the appropriate policy and the relevant whether to award evidence. regulations. performance pay in line with the school’s pay Put pay recommendations • policy. to the governing body and ensure they have sufficient Monitor the outcome of • information upon which to pay decisions, including make their decisions. the extent to which different groups of Maintain records of • teachers may progress at decisions and different rates and check recommendations made, processes operate fairly. demonstrating that all decisions are made Identify and consider • objectively, fairly and in budgetary implications of compliance with equalities pay decisions and consider legislation. these in the school’s spending plan. Keep teachers informed • about the process, recommendations made and decisions reached.
Advice on the main roles and responsibilities in determining pay progression School Leaders Governing Bodies Teachers • Review and develop clear arrangements for linking appraisal to pay progression and propose changes to pay and appraisal policies, consulting staff and union representatives, as appropriate. • Submit policies to governing body for approval. • Ensure all teachers are informed of the policies and that they, and teachers, have the knowledge and skills to apply procedures fairly. • Ensure teachers are appraised in accordance with the school’s appraisal policy and the relevant regulations. • Put pay recommendations to the governing body and ensure they have sufficient information upon which to make their decisions. • Maintain records of decisions and recommendations made, demonstrating that all decisions are made objectively, fairly and in compliance with equalities legislation. • Keep teachers informed about the process, recommendations made and decisions reached. • Consider and adopt pay and appraisal policies, including the criteria for pay progression. • Agree the extent to which specific functions relating to pay determination and appeals processes will be delegated to others, such as the headteacher. • Assure themselves that appropriate arrangements for linking appraisal to pay are in place, can be applied consistently and that pay decisions can be objectively justified. • Approve teachers’ salaries, including recommendations from senior leadership team on whether to award performance pay in line with the school’s pay policy. • Monitor the outcome of pay decisions, including the extent to which different groups of teachers may progress at different rates and check processes operate fairly. • Identify and consider budgetary implications of pay decisions and consider these in the school’s spending plan. • Participate in arrangements for their own appraisal in line with their school’s appraisal policy and ensure they understand the arrangements within their school. • Keep records of their objectives and review them throughout the appraisal process. • Where applicable, appraise the performance of other teachers (as delegated by the headteacher). • Decide whether they wish to for access to the upper pay range and provide the appropriate evidence.
dfe-implementing-your-schools-approach-to-pay-sept-2016-dfe-guidance.docx