Pay

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ARE YOU GETTING PAID THE RIGHT AMOUNT?

Check your payslip against the annual and monthly amounts shown here. These are the agreed Tower Hamlets pay scales for 2016, 2017 and 2018. If there are any discrepancies contact alex.kenny@neu.org.uk

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LBTH AGREED PAY SCALES

ANNUAL SALARY

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MONTHLY SALARY

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2016/17

M1

£28,098

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£2,341.50

M2

£29,563

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£2,463.58

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M3

£31,103

£2,591.92

M4

£32,274

£2,689.50

M5

£35,242

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£2,936.83

M6

£38,241

£3,186.75

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U1

£43,184

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£3,598.67

U2

£45,306

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£3,775.50

U3

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£46,829

£3,902.42

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2017/18

M1

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£28,660

£2,388.33

M2

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£30,154

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£2,512.83

M3

£31,725

£2,643.75

M4

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£33,378

£2,781.50

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M5

£35,947

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£2,995.58

M6

£39,006

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£3,250.50

U1

£43,616

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£3,634.67

U2

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£45,759

£3,813.25

U3

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£47,298

£3,941.50

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2018/19

M1

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£29,664

£2,472

M2

£31,209

£2,600.75

M3

£32,835

£2,736.25

M4

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£34,546

£2,878.83

M5

£37,205

£3,100.42

M6

£40,372

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£3,364.33

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U1

£44,489

£3,707.42

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U2

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£46,674

£3,889.50

U3

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£48,244

£4,020.33

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On July 24th, Damian Hinds announced that he would not be implementing the STRB recommendations on teachers’ pay.

The Review Body recommended a 3.5% pay rise for all teachers, but Hinds has said that whilst main scale teachers will get 3.5%, teachers on the Upper Scale will only get 2% and those on the Leadership Spine 1.5%.

This is the first time in 27 years that the government has ignored the STRB and means that 60% of teachers will not get the 3.5% that was recommended.

The NEU says that this is divisive and unfair and will be campaigning for full implementation of the STRB report. Discussions are taking place at the NUT Executive and the NEU Joint Executive Committee this week and we will report soon on next steps.

In the meantime, this letter signed by the General Secretaries of the NEU, NAHT, ASCL, has been sent to Damian Hinds demanding that the STRB recommendation must be awarded in full and fully funded.

On Friday 28th September over 2,000 head teachers protested outside Parliament at the funding cuts. This got national and international coverage and is a sign of the strength of our arguments and the force of our numbers.

Actions:

Appraisal and pay calendar for reps

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Pay progression for all teachers now depends on appraisal outcomes and criteria set by schools.

Being aware of how the pay progression system works, and taking action to challenge pay policies collectively or appeal decisions individually, essential to help protect teachers’ pay.

Pay in Tower Hamlets

TH&TC has negotiated a borough wide pay policy which we strongly urge school union groups to get adopted by the school governing body.

  1. Pay Progression

If you are on any point below M6 or on U1 or U2, the school must review your pay and make a decision about whether to move you to the next point. You should be informed about this decision in writing by October 31st. Please note that you do not need to “apply” to make pay progression if you are on any of these points

  1. Applying to move onto the Upper Pay Spine (U1)

If you have applied to move to the Upper Pay Spine the school should review your application as part of the Appraisal Review and inform you of the decision. In order to move onto the Upper Pay Spine a teacher must demonstrate that they have met the Upper Pay Range criteria – these are available in your school and it is important that your Appraisal objectives give you the opportunity to address these in the year in which you intend to make an application.

  1. Decisions on progression

All decisions on progression and moving onto UPS must be based on the outcome of Appraisal Reviews for the previous year (for applications to move to U1 it is the previous two years). If your Appraisal Review is successful you should expect to move up the pay scale.The LBTH pay policy makes clear that teachers should expect pay progression unless concerns have been raised during the course of the year and the teacher given opportunities to address them.

  1. Decisions on non-progression

Schools can decide that a teacher should not progress following an unsuccessful review.

However, the LBTH policy makes clear that a “no surprises” principle should apply, which means that any teacher at risk of not progressing should have been alerted that this was possibility in good time for them to address any concerns that were arising. Where a school decides not to award pay progression they must inform the teacher concerned in writing, setting out the reasons for the decision and their right to appeal.

  1. What if I am not awarded progression?

If you are not awarded progression you are entitled to appeal against the decision. Appeals can be made on a number of grounds and we can advise on this. Whether you decide to appeal or not you should make sure that the school is supporting you in addressing any areas of concern that lead to the decision so that you can be successful next time.

If your school has a different pay policy, talk to members about getting the Tower Hamlets pay policy adopted. This is the best way to ensure everyone is getting paid fairly. Please contact us for advice on how to do this.

Pay Scales

TH&TC has agreed recommended pay scales with the Local Authority.

Check you are being paid correctly here 2018 pay scales

To check which point you are on, multiply your “Basic Pay” by 12.

Equality

ELTA has made Freedom of Information requests to schools in Tower Hamlets regarding pay progression to get a picture of how new arrangements are affecting members. We are particularly concerned to check that pay progression is being fairly and equitably applied. Schools have a duty to ensure their policies are implemented in line with the Public Sector Equality Duty (2010) and that protected groups do not suffer discrimination. If you think you have been discriminated against please contact us ……..

Tackling issues around pay progression

The NUT has produced very good guidance for reps and members on tackling issues around pay including this toolkit.

It is worth reading the DFE’s own guidance on the use of evidence in pay appraisal as it is clear that many schools are demanding far more evidence than is required.

DFE guidance on use of evidence in pay appraisal

The best way to ensure that members are receiving fair pay decisions is to negotiate a good pay policy.