St. Margaret’s Church of England Primary School
School Road,
Orford,
Warrington, WA2 9AD
Telephone: 01925 634207
Facsimile: 01925 243342
Email: [email protected]
Headteacher:
Mr C M Metcalfe B Ed (Hons) Dip Ed NPQH
Deputy Headteacher:
Mrs J Holmes BSc (Hons)
www.st-margarets.warrington.sch.uk
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October 2013
Dear Staff Member
Performance Pay Progression
As you will be aware, the school’s Pay Policy means that you may be entitled to a review of
your pay.
This is based on your performance management and your overall contribution to the school
for the periods as specified in the pay policy. For staff within the Bands 1 and 2 this is your
annual performance. For staff within Band 3 this is usually based on your performance
during the last two years.
If you are applying for pay progression into Band 3 you need to have completed four
performance management cycles within Band 1 and 2 collectively.
The review of your pay will be based on the previously notified criteria as stated in the School
Pay Policy. This is available on the school’s website under Documents. YOU SHOULD
LOOK AT THE CRITERIA SPECIFIED IN THE SCHOOL’S PAY POLICY AS ANY DECISION
WILL BE BASED ON THIS CRITERIA.
The expected standard increases through each Band. In addition you will be expected to
demonstrate further improved performance within Band 3 (UPS).
Evidence must be presented when applying for beginning of a new band (Band 1, 2 and 3)
and pay progression within Band 3. The school has provided a guidance form for this to help
you structure your information. This is not compulsory, however, you will need to
demonstrate how you have met the criteria succinctly and clearly.
The Government intends that progression up the Main Scale (Band 1 & 2) and Upper Pay
Range (Band 3) to become increasingly difficult. Therefore should you not be awarded an
additional point within or between Bands, particularly with the challenging expectations of
UPR, this does not indicate that you are not considered a valuable member of staff nor that
your contribution is not appreciated. Non-awarding of pay progression is not directly linked to
any other stafff discipline or competence process.
Please note you CANNOT move down a Band or within Bands so it is important you
understand the expectations for each band and that these must be met for your entire
employment at St Margaret’s.
Recommendations on pay reviews are made by the Headteacher to the Governors Pay
Committee.
You will be required to provide evidence to the Headteacher in how you meet the new
standards. This evidence may be submitted to the Pay Committee as information for
decision making.
Complaints regarding the process or appeals against the decision should be made in writing
to the Chair of Governors.
If a pay award is made this will be backdated to 1st September 2014.
The school’s Pay Policy places the responsibility for staff to take the initiative in requesting
consideration for Pay Progression. Non-completion of the form below will give an indication
that you do not wish to be considered for pay progression this year only.
What to do now?
1.
2.
3.
Familiarise yourself with the school’s Pay Policy.
Familiarise yourself with the criteria (also attached to this letter).
Complete the form below and return by 31 October 2014.
Thank you for your co-operation with this process.
Yours sincerely
Mr Chris Metcalfe
Headteacher
October 2014
Performance Pay Progression – Pay Review
Dear Mr Metcalfe
I am currently in Band ______.
I am currently at Point ______.
Sign
I do want you to consider my performance against the criteria
for pay progression and if successful I understand that I must
continue to work at the existing/new level consistently in the
future.
I have noted the expected criteria within the Pay Policy.
I will present the evidence that demonstrates that I meet the
new criteria to the Headteacher if moving between Bands or
within Band 3.
Evidence not required to move within each Band 1 and 2.
From September 2014 I would like to be in Band _______.
From September 2014 I would like to be at Point _______.
I do not want you to consider my performance against the
criteria in relation to pay progression and understand that I will
not gain a pay award for this year.
I understand I will receive an opportunity to of my
performance being reviewed against criteria next year.
I would like to stay at the existing Band and Point
Thank you.
Signed:_____________________________________ Date:__________________
Print name: _____________________________________
Professional Skills Level Descriptor’s (to accompany the 3 pay band structure)
Name: _______________________
PROFESSIONAL AREA
PROFESSIONAL
DEVELOPMENT
PROFESSIONAL
CONDUCT
Pay point: ________________
Date: _____________
Staff / School Assessment
RELEVANT
STANDARDS
1.2(4,5);
1.3(1,2,4,5)
1.4(5); 1.5(2,3,4)
1.6(1); 1.8(4)
2.1(2); 2.3
Preamble
Band 1
TEACHER
M1
M2 M3
Takes a proactive
role in identifying
areas for
professional
development,
accessing advice
from colleagues and adapting
practice.
Band 2
ACCOMPLISHED TEACHER
M4
M5 M6
Takes a proactive
role in identifying
areas for
professional
development and provides
advice and support for others
across the school.
1.1(3); 1.7(1);
1.8(1); 2.1 all
2.2; 2.3
Preamble
Meets the
Standards for
professional
conduct set out in
the Teachers’
Standards.
Meets the
Standards for
professional
conduct set out in
the Teachers’
Standards.
School may use the following definitions:
Proportion
Description
97-100%
Vast / overwhelming majority or almost
all
80-96%
Very large majority, most
65-79%
Large majority
51-64%
Majority
35-49%
Minority
20-34%
Small minority
4-19%
Very small minority, few
0-3%
Almost no/very few
Band 3
EXPERT TEACHER
U1
U2 U3
Takes a proactive
role in identifying
areas for
professional
development and
proactively leads the
professional
development of others
which leads to improved
outcomes across the
school.
Meets the
Standards for
professional
conduct set out in
the Teachers’
Standards.