Education
The Bridge is the monthly newspaper of the Anglican Diocese of Southwark.
Printed copies are available from all Southwark parish churches or from Communications & Resources at the Diocesan Office.
Publications
Resources for headteachers and governors of C of E schools
Staff pay and conditions of service (under review)
£7.00 ISBN 0 899547 10 9
This booklet identifies the main issues which need to be considered in formulating or reviewing an effective staff pay policy. It covers: the role of governors; the statutory framework; National agreements; leave agreements; differentials; leadership group salaries; policy matters and grievance and appeals.
Extract from Chapter 2
Putting Policy into Practice
13 PROCESS OF ANNUAL REVIEW
Job Descriptions
13.1 Job descriptions for all staff should be reviewed on an annual basis and changed as necessary by negotiation with the member of staff concerned. All teachers, assistant headteachers, deputy headteachers and headteachers have generic job descriptions outlined in the School Teachers' Pay and Conditions Document; specific job descriptions relating to the posts within the school will supplement these general documents. Any annual review of job descriptions would be carried out in the light of the priorities identified in the school development plan.
Review of salaries
13.2 Once the review of job descriptions has been carried out, it is then feasible to carry out a comprehensive salary review, taking into account the School's Performance Management Policy. The school's budget and the staffing structure should combine to support the action outlined in the school's development plan. This action must be reflected in the agreed job descriptions, thus linking together the review processes. It should be clear from the pay policy how any additional responsibility given to any member of staff, whether teaching or non-teaching staff, will be recognised, where appropriate. All members of the teaching staff, including headteachers, deputy headteachers and assistant headteachers must be given written confirmation of their salary on appointment and also each academic year. It is good practice to extend this to non-teaching staff.
Handling of grievance and appeals
13.3 The sensitive nature of salary assessments means that there may be occasions when staff are unhappy with decisions taken over their salary. The pay policy should make clear how such issues will be dealt with. It is usual for the member of staff to have the opportunity to make representation over the salary assessment to the committee which made the decision originally. Should the matter still not be resolved, it would normally be referred to an appeal committee. The method of resolving disputes adopted by the governing body should be specified in the pay policy, together with the means by which a staff member can register such a grievance.