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Pay and governors(23 Posts)
I posted last week about my head saying I wouldn't be going up an increment because I've not been at the school for a year. (Although I have been teaching for over that, just elsewhere.)
Now he's told me that the governors are not happy with giving me the pay rise that everyone else will be getting as 'I've not been there long' and don't want to let me have the increment either!
I really like the school apart from this and cannot just find another job as I'm the main earner. But really, what should I do? Can they just make a decision like that? Don't they have to honour the same agreements as everyone else? (Not an academy btw).
I'd appreciate it if a governor could give some advice please.
You should have your performance management document from your previous school. Most schools will honour the increment if you have been successful in your previous role.
The governers can make that decision. Ultimately pay decisions are theirs.
I was doing a different role so the targets aren't really relevant. So I guess they can arrive that.
It's just disappointing to be told constantly how much things have improved, how happy slt are with me and be told they won't pay me what I believe is fair.
Thats really frustrating for you. Would it be worth asking for the increment from when you've been there a year.
Failing that, is resignation and a new role elsewhere possible?
There's nothing else suitable at the moment sadly.
I guess if that's their reasoning then they should at least consider it for when I've been there a year.
I’m not quite clear - you’ve been told you won’t be going up the payscale, but have you also been told you won’t be getting the cost of living increase?
It seems unlikely that they would amend your pay once you have been there a year as the performance management cycle and staffing budget needs to be the same for all teachers.
I've been told that even though I have worked for a full year as a teacher I am not going to be considered as having worked a full year as most of it was at a different school. So I won't go up an increment.
Now they are arguing I also shouldn't get the 'pay rise' (cost of living increase) - as I haven't been there long enough so basically haven't earned the right. Obviously missing the fact of why the increase has been given.
I know they're within their rights to discuss such things but really it's a slap in the face as I'm very dedicated and do much more than is expected of me.
It’s a cost of living increase to account for inflation. Inflation has still happened regardless of how long you were at the school. Are they saying you deserve a pay cut for short service?
Anyway, say they give everyone else the cost of living increase but not you. Are you now on your own individual little pay scale? What happens when you go up to the next increment? Would you take a bigger leap up to the correct point on the pay scale that has had the increase applied, or would they have to downgrade the pay scale by the correct amount for you each time?
Talk to your union.
Union, union, union.
This seems very unfair. You might want to look for something else.
OP, I don't really have any advice but this has happened to my DP, so you're not alone, if that helps. He works in a private school and the governors have managed to justify keeping him on the old MPS1 (although he's been teaching for 5 years - but that's another story ) With the increases in the state sector, he's now earning less than a state NQT so now he's looking elsewhere. Unfortunately it does happen and I definitely second getting in touch with your union. Hope you manage to get it sorted
Not in a school but where I work if you’ve joined recently (since a pay rise) then you wouldn’t get the next agreed pay rise because your pay on joining would have been agreed at that time and considered to be the correct salary. You would be considered for the following pay round though. We don’t have strict pay scales with defined increments though, but market tested ranges.
I don't think they can withhold the inflation award. It's part of the union agreed teachers pay structure, unless your school adopt a unique pay policy. In which case you should ask to look at the pay policy and see if it specifies holding inflation award back.
I’m a school governor. Withholding the national pay award is appalling.
It clearly demonstrates that the gb do not realise their responsibilities in relation to employment law, and your contractual rights and if they are willing to consider that what else would they want to do.
1-Go to your union and get this sorted.
2- start looking for another job ASAP
3- make sure your pm is done this year so you can take it with you when you move on.
I suppose this is the difference between being a teacher and a non government job? If I move jobs I dont expect a pay rise soon afterwards (ie less than a year).
Did you join on increased salary from your old role on the expectation of a payrise when budgets came up for review? Can teachers not negotiate more money to move roles?
For non teaching jobs we negotiate salary rises as we change roles and would either not move without more money or accept pay freeze /reduction for other reasons (e.g quality reasons, or a contract coming to an end and all you can get is lower/same pay) .
Once in a job I expect to get paid more at annual pay reviews based on performance. If theres an across the board increase (like your inflationary increase) then Id hope to receive it despite being new. However there is an element in my job of paying a higher salary to attract talent then not raising salary for a number of years.
Sounds like your school are on a tight budget and you are unimportant to them. Are they happy to get less experienced teachers in on the cheap, pay them low wage then shrug if they move on?
@ZenNudist ALL teachers have been recommended for a pay rise by the government (although not all schools can afford to pay it). Pay scales for teachers under the STPCD (basically all state maintained and some academy schools) are determined nationally. The increment (pay rise) is applied to the scale, so they can't really suggest this teacher is paid differently, even if they're a new member of staff!
In addition, because budgets are set annually, you will never get a pay rise at 'yearly review' unless these can be planned for and budgeted within that structure, so it may well be the case that a review and rise wouldn't happen for nearly 2 years (if say the teacher joined at Christmas but reviews happened in autumn term).
This is one of the many reasons that working in education is nothing like working outside the eduction sector. So your comments are entirely irrelevant and shortsighted on a forum for teachers and the education sector ffs.
How long have you been at this particular school @Littlebluebird123 ?
The governing body cannot hold back the national increase for teachers cost of living. The governors who have responsibility for the pay increases tend to get the info from the HT/Senior leader and act on their recommendations. Could be the governing body are just doing what the HT wants... I doubt its personal but them looking across the finances and trying to save bits money where ever they can (if state school) I would talk to your union.
The governing body cannot hold back the national increase for teachers cost of living.
Yes they can, if the budget can't afford it then the governers will say no! Plenty of places I know haven't seen the increase.
OP I assumed you were referring to moving up the payscale eg from m1 to m2.
Just seen your update! Definitely union if you are the only one they haven't awarded the cost of living rise to.
How long have you been at the school and what terms were you employed on? I've if you were employed on M2 then, as a governor, I would expect you to be paid as an M2, including any cost of living pay rises.
If you started in September then I wouldn't expect to assess you in this cycle eg in December to move up the pay scale but you should start the performance management process for consideration next year.
You also need to read the pay policy for your school.
Thank you for the responses.
To answer a few questions:
I've been there since April.
On appointment I agreed my mps point with a view to increasing to the next one in September (as would have happened if I'd stayed at the same school). This was a verbal agreement from the head.
I'm the only one who would be considered for changing an increment as everyone else is either M6 or UPS1.
It does appear that the governors were arguing as only me but my head seems to at least be arguing the case. He has been told to do an affordability study. He is certainly of the opinion that everyone should get the 2.75% so is looking at where to find it in the budget.
I think the increment conversation has come up because of budgetary restrictions. So it's more affordable to not move me up an increment but try to pay everyone the 2.75%. I understand that, but it seems unfair to be penalised over something which is not in my control and has nothing to do with my performance etc.
Probably not relevant, but two jobs ago I was on UPS1. The reason I had to take a significant pay cut was because the government cut the right to port salaries and I had left a permanent job due to my family commitments so I had to start again when getting a new job. So again, it's not like I'm not experienced enough to be paid more, although that seems irrelevant sadly.
All of these conversations are brief snippets with the head. So if I'm honest, I don't know what the actual outcome will be.
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