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There is no requirement for teachers to apply for pay progression.  Governing bodies are required to carry out pay assessments and cannot impose any requirement to complete application forms or refuse progression where teachers decline to do so.  There should be no restrictions on pay progression on the basis of funding. Applications for “threshold assessment”, as it is known, continue to be voluntary.  Head teachers are required to consider applications against the statutory requirements set out in the STPCD, criteria set by the governing body and the outcomes of appraisal.  The school governing body determines the deadline for receipt of applications and who can apply for an assessment. The Outer London differential is around £3,800 at the maximum of the pay ranges. Progression on the Leading Practitioners Pay Range is based on the same system as for the Main and Upper Pay Ranges. The pay of supply teachers employed via agencies is not subject to the provisions of the STPCD. The STPCD Section 3 statutory guidance states that “participation in CPD outside of directed time is voluntary and cannot be directed”; that teachers must “agree to participate in out-of-schoolhours learning”; and that “teachers undertaking school-based ITT activities do so on an entirely voluntary basis” unless they are Leading Practitioners who may be required to do so. Headteachers, deputy headteachers and assistant headteachers may only be awarded such payments as reimbursement of “reasonably incurred housing or relocation costs”, since other recruitment / retention considerations should be reflected in the individual pay range. One of our Secondary School based in Slough are currently seeking four Teaching Assistants to start on March 8th. While decisions must be related to performance, the school pay policy should set out the precise criteria for pay progression. All teachers, including head teachers, who undertake such activities should receive additional payment at a daily or hourly rate calculated with reference to the teacher’s actual pay spine position or, where appropriate, at a higher level reflecting the responsibility and size of commitment. Safeguarding arrangements now operate on the basis of a maximum period of three years’ pay protection. Governing bodies will decide whether to increase the pay for teachers on the Main and Upper Pay Ranges based on appraisal and, if so, by how much - although progression on the Upper Pay Range can now be permitted every year rather than every two years. There are separate and higher pay scales for the Inner London, Outer London and Fringe areas in place of separate additional area allowances. The School Teachers’ Pay and Conditions Document (STPCD), published annually, contains statutory provisions on teachers’ pay which are binding in all local authority maintained schools. The STPCD statutory guidance makes it clear that SEN allowances can be held at the same time as TLRs.Â. Leading Practitioners are not subject to the working time provisions for classroom teachers. Teachers can however receive one or more TLR3 payments in addition to a TLR1 or TLR2 payment. The STPCD permits discretionary payments only for “clearly temporary [additional] responsibilities or duties” which have not previously been taken into account in setting the individual pay range. Safeguarding may in some circumstances end earlier than the three year period and teachers entitled to safeguarding in excess of £500 may be required to undertake additional responsibilities “commensurate with the safeguarded sum” during the period of safeguarding. An … Teaching and Learning Responsibility Payments (TLRs) reward additional leadership and management responsibilities undertaken by classroom teachers.  Governing bodies determine the overall number of TLR payments available in the school and the levels and values of those payments. The right to be paid on the UPR only applies, however, while employed in that school. Â, TLR1 and TLR2 payments should be allocated on a permanent basis, so that teachers continue to receive the payments unless they leave the school or responsibilities are reorganised.  TLR1 and TLR2 payments should not be allocated on a temporary basis other than in circumstances such as cover for sickness, maternity or secondment or pending a permanent appointment.Â. The NEU believes that governing bodies should maintain pay portability for newly appointed teachers. There should be clear criteria for the award, level and duration of these payments.  See the separate NEU member advice document, TLR Payments and Other Allowances, for further details. The STPCD contains provisions for teachers to receive “pay safeguarding” where they suffer pay losses in a range of different circumstances, including where they have lost their previous posts as a result of closure or amalgamation of their previous school or as a result of internal reorganisation in their school. The previous three-year limit on recruitment and retention payments has been replaced by a requirement for relevant bodies to conduct a "regular formal review" of such awards including the expected duration of such awards and the review date after which they can be withdrawn. The individual pay range for head teachers should be set within the overall leadership pay range and within the pay ranges for the relevant school group. The STPCD provides that, where a teacher carries out the duties of head teacher, deputy head teacher or assistant head teacher on a temporary basis, the governing body must consider within four weeks of the commencement of those duties whether the teacher should be paid an acting allowance as a separate addition to normal pay. There are no national criteria for appointment to such posts and governing bodies determine the pay ranges for such posts, having regard to the challenge and demands of the post and internal pay relativities. Vid shows car salesman … This wonderfully organised Secondary School are preparing for when their doors open on March 8th. For that reason, the provision for additional discretionary payments to head teachers has been restricted (see below). The STPCD provides that governing bodies determine the criteria for pay progression. The Fringe Area comprises Bracknell Forest, Slough, Windsor & Maidenhead in Berkshire; South Bucks and Chiltern in Buckinghamshire; Basildon, Brentwood, Epping Forest, Harlow The Teachers’ Pay Structure Revised: September 2019 and Thurrock in Essex; Broxbourne, Dacorum, East Herts, Hertsmere, St Albans, Three Rivers, Watford and Welwyn Hatfield in Hertfordshire; Dartford and Sevenoaks in Kent; the whole of Surrey; and Crawley in West Sussex. Assistant Principal and Head of the Faculty of Mathematics and Science, Accrington and Rossendale College, Accrington : Mr C David: Head teacher, Dyffryn Comprehensive School, Port Talbot: Mr G Davies: Policy Unit, Prime Minister's Office (resigned April 1980) Mr KT Dennis: Teacher, Dunmore County Junior School, Abingdon: Mr T Easingwood: Reader in Mathematical … Detailed NEU advice on pay appeals is contained in the NEU Pay Progression Toolkit. Our objective is to ensure that our teachers enjoy a fulfilling career in the positions we place them in so they in turn enhance opportunities and prospects for our future generations. Cookies are small text files that can be used by websites to make a user's experience more efficient. Copyright © 2019 National Education Union, Hamilton House, Mabledon Place, London WC1H 9BD. TLR3 payments must be fixed-term payments for “clearly time limited school improvement projects, or one-off externally driven responsibilities”. It effectively replaced the AST and ET grades discontinued in September 2013. Teachers with the FE sector’s Qualified Teacher Learning and Skills (QTLS) status are recognised as qualified teachers in schools and do not need to apply formally for qualified teacher status (QTS). We ar, KS1 and KS2 Teacher CroydonYour Opportunity:This "OUTSTANDING" Primary School is l, KS2 Class Teacher 6 month Fixed Term Maternity CoverSalary: Main scale M1-M6 (Outer Lon, KS1 Year 2 NQT South London CroydonKS1 Year 2 Teacher required for one of the best prima, Primary NQT - LewishamAn opening at this friendly primary school in Southwark has arisen f, HLTA Needed |HaringeyIf you are a HLTA and are looking for a long-term position starting i, Year 6 Teacher Lewisham South LondonWe are seeking an empathetic and passionate Year 6 T. We use cookies to provide you with the best possible browsing experience on our website. Head teachers already in receipt of discretionary payments which would not be payable under the new provisions should continue to receive them until their individual pay range is reassessed (i.e. There are no longer any statutory pay scale points within the teachers’ pay structure*.  Governing bodies are responsible for determining the value of any pay scale points and the school’s progression criteria based on performance determined with reference to the outcomes of teacher appraisal*.  The NEU and other unions believe that governing bodies should retain a 6-point Main Pay Scale and a 3-point Upper Pay Scale.  The joint union recommended pay scale points for 2020 can be found here.Â. Assistant ASTNT One who assists Assisted ASTD Giving Aid or support as in Assisted Living Assistive ASTV Associate ASCT To join as a partner; to join or connect together Associated ASCTD Having joined as a partner; joined or connected together Association ASCTN The act of associating the state of being associated Assumption ASMPTN The act of laying claim to or taking …  Previously, if teachers moved school or took a break, they were entitled to be paid in their new job on at least the same pay as before.