Our annual, one day conference for school leaders helps you to keep up with the pace of change and get the most out of your employees. At this year’s conference we heard from keynote speakers Nick MacKenzie and Heather Mitchell on the changing education landscape and how employment law changes affect schools and academies. Our education and HR experts also covered the post-election employment position, restructures, pay and reward, managing misconduct, strikes and work to rule, and leadership and management judgment in respect of HR. https://www.brownejacobson.com/education/services/employment-and-human-resources

1. HR conference for school leaders
Pay and reward workshop

2. Gill Martindale, HR Consultant, Browne Jacobson LLP
11 October 2016
Pay and reward
A fresh look including the latest STPCD changes and flexibilities

3. Content
• Background to performance related pay for teachers.
• The position for 2016.
• Practical tips.
• The future.

4. Background to
performance related
pay for teachers

5. Recap on changes – 2013 and 2015
Key highlights – 2013/14
• Pay progression and
performance.
• Minima and maxima,
reference points.
• Leading practitioner post.
• Fixed term TLR3.
• Pay portability.
Key highlights – 2015
• Changes and simplification of
leadership pay arrangements.
• Removal of existing
requirement for pay
differentials between roles.
• 1% pay uplift to minima and
maxima of all pay ranges (2%
to max of MPR).
• Reference points not included,
only minima and maxima.

6. The position
for 2016

7. The position for 2016
• STRB 26th report.
• 1% uplift to the statutory minima and maxima of all pay ranges,
including allowances.
• No automatic uplift for employees on maximum point of a pay
range or allowance.
• Government advice - linked to performance.
• Standards for Chartered London Teachers not carried forward to
2016 document.

8. Practical
tips

9. Practical tips
Your pay policy:
• Effective use of criteria to determine pay progression.
• Timescales.
• Reviewing applications for UPR.
• Progression through UPR.

10. Question: join in with sli.do #BJHR16
How many of you have refused pay progression?
• Yes?
• No?

11. Things to consider
• STPCD vs government guidance.
• The link to performance and the impact on your pay scales.
• Ofsted school inspection handbook.
• Challenge from governors.
• Pay statements.

12. Question: join in with sli.do #BJHR16
A teacher paid on a mid point of MPR is on maternity leave
from November 2015 to August 2016.
What would you do in respect of her pay in September 2016?
a) Automatically increase?
b) Refuse an increase?
c) Take a different option?

13. Dealing with a situation
You place an advertisement for a teacher of Modern Languages
on MPR.
You shortlist and conduct interviews and your preferred
candidate is currently on UPR.
• What offer do you make?

14. Questions: join in with sli-do #BJHR16
1. How many of you had pay appeals last year?
• Yes?
• No?

15. Appeals process
Set out in pay policy
Ideally comprising three stages:
• informal – with headteacher/principal
• stage one – governors who approved pay decision
• stage two – governors appeal panel.

16. Potential issues to consider
• Administration.
• Budget forecasting.
• Equality, consistency and fairness.
• Union position.

17. Summary of practical tips
• Update your pay policy.
• Moderation process.
• Appeals process.
• Consideration of special cases.
• Justification of decisions.
• Effect on other processes.
• Pay statement.

18. The future
• 26th STRB report.
• STRB remit – October 2016?

19. Any questions?

20. Further information
Brownejacobson.com/education

21. Contact us
Gill Martindale
+ 44 (0)161 300 8044
gill.martindale@brownejacobson.com
visit our education portal: brownejacobson.com/education
Please note
The information contained in these notes is based on the position at March 2016 . It does, of course, only represent a summary
of the subject matter covered and is not intended to be a substitute for detailed advice. If you would like to discuss any of the
matters covered in further detail, our team would be happy to do so.
© Browne Jacobson LLP 2016. Browne Jacobson LLP is a limited liability partnership.