Managing An Additional School – Rewarding the Head and Other Affected Teachers *

What options does a Governing Body have to reward their Head Teacher for leading an additional school? This is the second in our series of articles about the changes introduced in the School Teachers’ Pay and Conditions Document 2014 (STPCD).

The options differ according to whether the change is a:

  • Permanent arrangement;
  • Temporary arrangement e.g. to evaluate whether a permanent federation or collaboration would be beneficial for both schools;
  • Secondment to a school causing concern.

Maintained schools are obliged to apply the terms of STPCD 2014 but academies have the freedom to create their own reward packages which could differ from the points below.

Leading an Additional School on a Permanent Basis

If the second or additional school is a permanent responsibility then the Governors should recalculate the Individual School Range to take account of the total number of pupils at both (all) schools. The method of calculation is set out in sections 6 and 7 of the STPCD 2014.

That should enable the Governors to set a pay range that reflects the demands of the Head Teacher’s role. See our earlier article about the freedom that Governors have to set the actual pay range. {Editor’s note – link to be updated}

Leading an Additional School for a Temporary period

This may arise when the Governing Body is considering a future federation or formal collaboration arrangement with a second or additional school. The Head may be asked to lead the second school for a fixed period so that the Governors, of both schools, can evaluate whether such an arrangement would be beneficial on a permanent basis.

In a temporary situation, the ISR is not changed as the Governing Body may award a temporary allowance to the Head Teacher of up to 25% of the Head’s annual salary.

The payment of the allowance is subject to several conditions:

  • Responsibility for the additional school must not have been taken into account in any salary or allowance increase previously;
  • The 25% cap does not have to take into account specific allowances paid to the Head Teacher – a residential allowance or an allowance for relocation or housing which relate solely to the personal circumstances of the Head.
  • The overall salary and allowances of the head teacher must not exceed 25% above the maximum of the head teacher group unless there are exceptional circumstances. If the Governing Body believe that this limit does not provide an appropriate reward for the Head’s role, the Governors are required to obtain external, independent advice before producing a business case for the full Governing Body to approve.

Governors should note that:

  • The temporary arrangement should not be for more than two years and
  • If the arrangement proves unsatisfactory or expire, neither Governing Body will be required to protect the ‘higher’ allowance/salary as the salary safeguarding provisions do not apply in this type of temporary situation.

Two years can pass rapidly so the Governing Body should consider establishing progress indicators and reviews during the temporary period. Those will help with the final decision as to whether to become a federation etc. and also help to ensure that sufficient time is allowed for the formalities to be concluded by the end of the temporary period.

Rewarding Other Teachers if a Second or Additional School is Taken On

When a Head takes on the the leadership of another school, that may require other teachers to take on additional responsibilities for the same temporary period. Depending on the staffing structure, it may be preferable to adjust the Deputy Head Teacher’s pay range temporarily to take account of the increased responsibilities in the absence of the headteacher.

In some cases, teachers may be required to perform additional obligations. Those teachers may be paid an allowance on a temporary basis but that will depend on the particular circumstances. Such allowances should only be provided to teaching posts which are affected significantly by the change. Section 11 of the Management Notes states, “This will be based on any additional responsibilities attached to the post (not the teacher), which should be recorded. An increase in remuneration should only be agreed where the post accrues extra responsibilities as a result of the head teacher’s enlarged role; it is not automatic.”

Such an allowance for a teacher would not attract salary safeguarding when the temporary period finishes.

Temporary Secondment of Head Teacher to a School Causing Concern

This is the third scenario and the STPCD is gradually reflecting the various situations that arise in the leadership arrangements of schools.

The Head Teacher may be rewarded by the payment of a lump sum. That is subject to an overall cap as the head’s total salary and allowances must not exceed 25% of the salary maximum. Note that this is defined as 25% of the head teacher’s pay group of the school to which the secondment is made.

Payment of the lump sum is conditional on the sum being awarded to recognise, “sustained high quality of performance throughout the secondments” (Section 24.1 of the STPCD).

A variation to the terms of employment of the Head should be produced and set out what will happen at the end of the temporary period i.e the head will return to his former substantive role and also deal with the other issues that often arise in secondments.

© 2014 HR Management Dimensions

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