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Now, a year on from its introduction, the time has come for pay determinations to be made based on teachers’ individual performance and not on their length of service. For the first time, an underperforming teacher will not automatically move up the pay scale and the school can refuse to award such teacher a pay increase.
Historically, teachers would automatically progress up the main pay scale each year, even where there were existing performance issues. The STPCD 2013 radically changed this and introduced performance-related pay for teachers. The new rules provide schools with greater autonomy and flexibility allowing them to recognise and reward individual teachers for their performance and their contribution to their school’s success.
Whilst the STPCD 2013 came into force last September, it only pays determinations from this September that will be based on performance. Pay determinations must relate to a teacher’s performance as assessed through your school’s own appraisal arrangements (which should have implemented last September).
It is important that a recommendation on pay is made in writing as a part of a teacher’s appraisal report and the Governing Body must have regard to that recommendation when making a decision.
(a) incorrectly applied the school’s pay policy;
(b) incorrectly applied any provision of the STPCD;
(c) failed to have proper regard to statutory guidance;
(d) failed to take proper account of relevant evidence;
(e) took account of irrelevant or inaccurate evidence;
(f) was biased; or
(g) unlawfully discriminated against the teacher.
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