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Welford and Wickham Primary School

Pay Policy

Introduction
1. The Governors of this school recognise the importance of having a clear written policy on salaries for staff employed at the school to ensure that all staff are rewarded fairly, without discrimination, for the work they do. This pay policy has been agreed by the whole Governing Body and will be kept under annual review to ensure that the discretions on pay available to them will be used in the most appropriate way to recruit, retain, motivate and reward staff, taking into account the needs and circumstances of the school and plans and priorities for its future and development.
2. When reviewing the pay policy, all staff, Governors and Union Representatives, as appropriate, will be consulted and their views taken into account when deciding the pay policy (a copy of which will be given to each member of staff and each Governor).
3. The Governing Body recognise that financial reward is not the only means of supporting staff and will try to ensure that all staff have good working conditions.
General
1. The Governing Body will abide by the relevant pay provisions in the Conditions of Service appropriate to all staff, and will use any salary discretions where appropriate and practicable.
2. The Governing Body will ensure that the Council's Equal Opportunities Policy is followed in making any pay decisions. In exercising any pay discretions full account will be taken of any relevant legislation, e.g. on equal pay, sex discrimination and race discrimination.
3. Vacant posts and incentive allowances will be advertised in the staff room so that all staff have the opportunity of applying for such positions.
4. The Governing Body, when drawing up its budget proposals, will take account of the salaries requirement for staff and will, wherever possible, include an amount for discretionary payments in the contingency funds to be used as appropriate.
5. Due regard will be given to pay relativity between staff, taking account of any advice contained in the appropriate Conditions of Service and the Teachers Pay and Conditions Document.
6. The school development plan and the staffing structure will form the basis of the salary structure in the school. Job descriptions will be provided for each post and will be regularly reviewed. All staff will be entitled to see their salary records, which will be confidential.
7. The Governing Body recognise that the appraisal scheme for teachers is intended primarily for staff development and confirm that there will be no direct link between appraisal and pay. The implementation of this pay policy in individual cases will be carried out by a Salaries
8. Sub-Committee which will then report its decisions to the full Governing Body. The Sub-Committee shall make a decision on any salary matters not specifically covered by this pay policy and shall raise the issue for inclusion in the Pay Policy at the next review of the policy.
The Pay Policy in Operation
1. The Pay Policy will be implemented by the Sub-Committee. The Sub-Committee will be advised by the Headteacher, who will normally put forward recommendations for consideration, and decisions will be reported to the full Governing Body.
2. Advice may be sought from the Local Education Authority or other source as appropriate. In making decisions, the Sub-Committee will have regard to budget availability and be mindful of future financial consequences of any decision.
3. The Sub-Committee shall record the reasons for the award of any discretionary payments to staff.
4. The power to make temporary regradings and temporary discretionary payments is delegated to the Headteacher by the Sub-Committee but must be ratified by the Sub-Committee at its next meeting.
5. Any member of staff who seeks a review of their pay should initially discuss the matter with the Headteacher so that it can be raised with the Sub-Committee.
6. Any member of staff who is aggrieved by a decision of the Sub-Committee shall have the right to appeal against that decision to the Appeals Panel of the Governing Body whose number must not be less than the Sub-Committee.
7. The Sub-Committee will meet at least once a year to consider the salary structure but may meet more frequently as and when necessary.
8. The Sub-Committee will keep up-to-date with developments on pay and will review the pay policy annually to make recommendations to the Governing Body which, having consulted as per paragraph 1.2, will formally agree the new pay policy.
9. The Sub-Committee will annually check to see if the school group size has changed and ensure that provisions relating to group size are followed. Similarly, it will check that the school is using at least the minimum number of incentive allowances which it must allocate.
Pay Discretions for Teaching Staff
General

The Teachers Pay and Conditions Document outlines the provisions relating to pay and also states a number of criteria attached to discretionary payments which must be followed. Unless stated otherwise in this policy, the criteria to be followed in making decisions on the award of allowances and enhancements will be based on those criteria contained in the Teachers Pay and Conditions Document. It is acknowledged that there is no provision to pay honoraria to teachers and that only the provisions contained in the Document can be used.
Head Teacher
1. The Sub-Committee will annually review the duties and responsibilities of the head teacher to see whether the salary scale and rate is still appropriate.
2. The Sub-Committee will look at the following assessment criteria:-
  1. the responsibilities of the post;
  2. the social, economic and cultural backgrounds of the pupils attending the school;
  3. whether the post is difficult to fill taking into account recruiting information from similar schools;
  4. the experience of the Headteacher.
3. Recommendations on any pay changes will be made to a full Governors Meeting at which appropriate financial information will be made available. A majority vote by the Governors is required to endorse any proposals.
4. The Headteacher will not normally be present at any meetings which discuss the pay of the post. Attendance of the Headteacher will be at the discretion of the Governors.
5. New appointments will normally be made to the minimum of the appropriate scale but the Sub-Committee may give increments in recognition of previous experience at their discretion, taking account of any previous practice and advice.
Support Staff
1. The Sub-Committee will annually review the duties and responsibilities of the support staff to see whether salary scales and rates are still appropriate.
2. The Sub-Committee will look at the following areas of discretion:-
  1. to see whether the salary scale or rate is still appropriate;
  2. to decide whether honoraria are appropriate in view of any additional asks or responsibilities undertaken;
  3. to see whether or not accelerated increments are appropriate.
3. New appointments will normally be made to the minimum of the appropriate scale but the Sub-Committee may give increments in recognition of previous experience at their discretion, taking account of any previous practice and advice.

Go to the Welford and Wickham Policy Index.