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PAY PROGRESSION AND PROFESSIONAL STANDARDS POLICYPersonnel (National Administration Guideline 3) PURPOSE: Rewarding performance and achievements is an integral part of performance management systems. Professional Standards impact on this process by allowing appraisers to identify clearly those staff who have achieved the expected levels of performance. Teachers are required to demonstrate performance against all of the Professional Standards at their current level before achieving progression to the next level on the salary scale. OBJECTIVES • To ensure all staff are treated equitably. • To inform teachers of their rights for pay progression. GUIDELINES: Teachers Pay Progression 1. Beginning teachers require a minimum of two successful annual assessments against the Professional Standards to move to the fully registered level, unless the teacher has previous relevant service, in which case this will be negotiated on an individual basis with the teacher. The principal will confirm the status with the teacher. 2. Classroom teachers must complete a minimum of three successful annual assessments against the Professional Standards at this level before moving to the experienced teacher category. 3. Annual assessment against the Experienced Teacher Professional Standards will be ongoing for experienced teachers, even when they have reached the top of the pay scale. 4. Teachers will be informed in writing of their having met the appropriate Professional Standards. Where a teacher receives such an indication, they will move to the next level of pay on the anniversary date of the next level, except where the teacher is at the top of the salary scale. Deferred Progression The Area Schools Teachers' Collective Agreement provides for deferred salary progression. 5. Principals will be able to defer progression for teachers who have not met the professional standards at the appropriate level throughout the assessment period. 6. If it is agreed that the teacher has demonstrated within the timeframe determined by the principal (in consultation with the teacher) that they meeting the appropriate standards, they will progress to the next step from the date of the second assessment. The teacher's anniversary date for the purposes of progression only, would move to the date on which the teacher's performance was deemed to have met the required standards. 7. Where a teacher is unable to attain the standards within the specified time period, the teacher will be required to undergo competence procedures as set out in Part 2 (Terms of Employment) of the Area School Teachers' Collective Agreement. Local Review Process 8. Where a teacher disagrees with the deferral of their salary increment the teacher may, within 14 working days of being notified of the deferral, seek a review. 9. The employee may be represented during the process. 10. A reviewer shall be a person nominated by the Board of Trustees and acceptable to the employee. The reviewer may be another staff member but should not be someone connected with the original decision to defer progression. In the event that agreement cannot be reached on a reviewer within a reasonable time the Board of Trustees shall determine who the reviewer will be. 11. The reviewer will give the employee and the principal fair opportunity to make representations. 12. The reviewer shall make recommendations to the Board of Trustees within 30 days of receiving the employee's application for review. 13. The Board of Trustees shall make a final decision within 14 days of receiving the recommendation. 14. Where requested, the employee shall have access to the information about him/herself provided to the Board of Trustees be the reviewer. 15. Nothing in this clause prevents the employee from taking a personal grievance in accordance with Part 8 (Employment Relationship Problem Resolution Provisions) of the Area School Teachers' Collective Agreement. Board of Trustees Chairperson: ________________________ 30/08/2011 Policy reviewed 30th August 2011. Next review date August 2014. |
