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Pay in Residential Establishments in Wales

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Contents

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Joint Negotiating Committee for Teachers in Residential Establishments

Pay for teachers in England in residential settings is determined by the Joint Negotiating Committee for Teachers in Residential Establishments (JNCTRE). Terms, conditions and pay scales have traditionally been set out in the JNCTRE Report (also known as the Orange Book). In September 2007 agreement was reached at the JNCTRE that pay, terms and conditions for teachers in residential children’s services establishments and in residential special schools would be the same as those for teachers in maintained schools in England and which are set out in the School Teachers’ Pay and Conditions Document (STPCD) and the Conditions of Service for School Teachers in England and Wales, commonly known as the ‘Burgundy Book’. The JNCTRE will retain responsibility for setting allowances which are specifically applicable to teachers in residential settings.

Residential Special Schools

Basic pay grades for teachers who work in residential special schools fall within the scope of the School Teachers’ Pay and Conditions Document. The Union has also produced advice concerning Pay and Career Progression. The JNCTRE does have responsibility for agreeing levels of the following allowances which are applicable to teachers and headteachers working in these settings:

  • Headteachers Allowance;
  • Deputy Headteachers’ Allowance and Assistant Headteachers Allowance;
  • Additional Duties Allowance; and
  • Sleeping-in Duty Allowance.


On 7 December 2009 the Rewards and Incentives Group (RIG) submitted joint evidence to the STRB for their consideration in preparation for their 19th Report. The evidence which was agreed by ASCL, ATL, DCSF, NASUWT, NEOST and VOICE addressed the issues of Special Educational Needs (SEN) allowances and Leadership post criteria. Revised arrangements for SEN allowances were introduced in September 2010 and are contained in the School Teachers’ Pay and Conditions Document. 

Social Service Establishments

The September 2007 JNCTRE agreement establishes that all provisions of the School Teachers’ Pay and Conditions Document apply to teachers employed in local authority maintained residential children’s/social services establishments. This is the case except where the JNC agreement specifies that particular provisions of the STPCD do not apply to teachers in children’s/social services establishments.

The JNCTRE sets the following specific allowances for teachers in these settings:

  • Community Homes Addition;
  • Extraneous Duty Allowance;
  • Secure Unit Allowance; and
  • Sleeping-in Duty Allowance.


Pay Scales

The pay scales for teachers in residential establishments and residential special schools in England fall within the statutory provision of the School Teachers’ Pay and Conditions Document. The pay scales for 2009-11/12 are now available in the form of a Salary Card.

The additional allowances available are set out in the NASUWT webpage Teachers in Residential Establishments Pay Scales (England & Wales) JNCTRE. 

Performance Management

The arrangements for Performance management in Wales are outlined in the School Teacher Appraisal (Wales) Regulations 2002 (new window). The NASUWT has produced Performance Management advice for Teachers and Team Leaders that includes the NASUWT/UCAC Best Practice Model Performance Management Policy and Performance Management advice for members for members on the implementation on the arrangements.

Although the Welsh Assembly Government (WAG) is consulting on new arrangements for appraisal/performance management, members should note that until a decision is taken to the contrary, the current performance management regulations remain in force and schools will be acting unlawfully if they fail to adhere to them.

Family Friendly Rights

The NASUWT produces guidance for members with children on the provisions for maternity, paternity, adoption and parental leave. The guidance also contains information on rights to time off for family and domestic reasons.

Advice on the legal requirements in assessing risks in relation to new and expectant mothers’ job activities is set out in the Health and Safety Executive booklet New and Expectant Mothers at Work: A Guide for Employers (new window).

Members have the right to apply to work flexibly where they have:

  • children aged under 17;
  • disabled children aged under 18; or
  • carer responsibilities. 

The NASUWT has produced guidance on requesting Flexible working, and generally on Part-time work and job-share arrangements. 

The NASUWT, through the Rewards and Incentives Group, successfully negotiated the opportunity for teachers to participate in salary sacrifice schemes for childcare vouchers/benefits, cycles for work and mobile phones. There is a standard Salary sacrifice form  on which employees can apply or express an interest.

Temporary workers and supply teachers

The NASUWT provides advice on the rights of Teachers who work on a temporary basis or fixed-term contracts.

Tax

The NASUWT provides a brief outline of the various tax allowances which teachers are eligible to claim under UK legislation in the NASUWT's brief guide to tax for teachers.

Further information or assistance

Members needing further information or assistance should contact their Local Association Secretary or Wales National Centre.