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Upper pay scale pay progression

Discussion in 'Workplace dilemmas' started by inceywincey, Jan 6, 2016.

  1. inceywincey

    inceywincey Occasional commenter

    Hi I would appreciate advice, although I am waiting for my Union to get back to me.
    My performance management went very well and my appraiser recommended pay progression. I didn't hear any more and I didn't receive any formal acknowledgement from school. I asked informally about my pay and sent emails to my appraiser who eventually followed it up.
    It turns out I have been turned down, but neither my appraiser or I were informed. I haven't heard anything from the head or governors.
    To say I feel shabbily treated would be an understatement.
    Any ideas what my next steps should be?
    JeannieMc likes this.
  2. DYNAMO67

    DYNAMO67 Lead commenter

    Look at your schools pay policy. This is no longer a national policy. There should be an appeals process in the policy. Firs of all, read that. I would also probably be making an appointment with the headteacher, not your appraiser (unless the HT is that person, but i doubt it from your situation) and get them to explain, on behalf of the governing body, why you were turned down and what it is that they were looking for.
    JeannieMc and GLsghost like this.
  3. coppull

    coppull New commenter

    Agree with Dynamo67. Do remember the main aim of PM is to hold down the salaries of most teachers..HT may even tell you that they cannot afford to pay you extra money. !
    Yoda- likes this.
  4. School Boy Error

    School Boy Error Occasional commenter

    Which of course, is not a reason they can give you. I agree too, you first step is to look at your Pay Policy. Ours still says something like progression through UPS will occur after two successful Performance Management cycles. It also says that you will be informed of unsuccessful Performance Management cycles in writing so hopefully yours says something similar because this will stop the head fobbing you off saying, well actually you didn't meet your targets.

    Hunt out your previous Performance Management reviews, it will be useful to have these handy.
  5. TheoGriff

    TheoGriff Star commenter


    Good advice there from @DYNAMO67 as usual.


    Best wishes

    GLsghost likes this.
  6. GLsghost

    GLsghost Star commenter

    And, on the off-chance, be alert to a discriminatory reason for rejecting it: age, gender, etc etc...
  7. Piranha

    Piranha Star commenter

    Possibly, although I suspect that many staff of different ages, genders etc will have been similarly treated. Whether denying you progression is legal depends on your school pay policy, which may allow for not moving up the UPS if it is judged that you are not making the 'substantial and sustained' contribution STPCD demands for moving onto the UPS. This is so hard to define that it can make appealing difficult.
  8. grumpydogwoman

    grumpydogwoman Star commenter

    It must have been very tempting to assume that your appraiser's recommendation would be honoured as if it were merely a matter of rubber-stamping.

    I'm afraid a recommendation is not a guarantee.

    I think you may have (quite naturally) jumped the gun and celebrated prematurely. If others have prospered while you haven't advanced then you may have grounds for appeal if you think your performance matches theirs but otherwise I fear it may just be a case of your school's pay policy not being as generous or fair as you'd hoped.

    So check it.
  9. Compassman

    Compassman Star commenter

    The old 'substantial and sustained' get out clause used to keep pay down and massive extra effort from the applicant.
  10. inceywincey

    inceywincey Occasional commenter

    Thank you all for your advice.
    I have asked for a pay policy nobody seems able to locate one! When I was appointed I was told they adhered to the nationally agreed pay and conditions and I am not aware that anything has changed.
    I would have thought it would be courteous and professional to inform someone if the recommendation had been changed and give a reason and I believe the pm policy states that teachers will be written to by the governors after the cycle has finished. Also if you're not informed how could you possibly appeal? It is possible that I might have agreed. Obviously I haven't been given any reason thus far.
    There have been considerable changes to the SMT during the year and I suspect that may have had a bearing on the outcome. All my lesson observations have been excellent, students consistently make much better than average progress in my classes, including those that have issues engaging with education, and I have run CPD courses within the school. So I think and my appraiser felt I covered the requirements of the UPS and had met all my objectives.
    We have more lesson observations coming up and I already suspect that my lesson may have issues.
    Sadly GLsghost I feel there may be a discriminatory reason, which I haven't encountered in any previous employment.
  11. grumpydogwoman

    grumpydogwoman Star commenter

    On what grounds @inceywincey ?

    Evidence! You may need it.


    • If you are not to progress then a written statement MUST be provided.
    • There is no national definition of 'substantial and sustained'
    But even if they are obdurate about not permitting you to progress they have to explain why. They ALSO have to
    • explain what it is you haven't done
    • have already mentioned this at your appraisal interview (and it sounds as if there have been no such comments)
  12. GLsghost

    GLsghost Star commenter

    Most probably. My brain is now programmed to always consider whether there might be a discriminatory link - it does happen!
  13. GLsghost

    GLsghost Star commenter

    Well if you want to tell us more, either on the forum or privately, I might be able to help...

    A complaint of discrimination has to be made within 3 months of the last substantial act.
  14. inceywincey

    inceywincey Occasional commenter

    So I feel as I'm an older, more expensive member of staff employed to do a specialist job that may have a bearing on the decision - but virtually impossible to prove. Since the changes in SMT most of the older teachers have left - some quite suddenly. Also my job has changed quite substantially (less of the specialist work), though I have resisted some of the changes, supported by my line manager. I have also had my PPA cut to less than 10% of my timetable. This has not been rectified despite several requests - in fact my written requests have only been acknowledged on one occasion, when I was told my original amount of PPA was excessive (it was slightly more than required, but rounded up for timetabling reasons).
    I have still not been informed by the Head or Governors of their decision about pay progression. I am only aware due to a chat with my appraiser in a corridor, who didn't know the decision but asked the head after I had nagged him through emails before Christmas.
  15. grumpydogwoman

    grumpydogwoman Star commenter

    OK, you should approach your union on two grounds.

    1. less than 10% PPA - absolutely unacceptable
    2. no letter giving reasons for non-progression

    I think it's clear you are one of the very many experienced teachers who have a target on your back.

    Your rights will either be eroded until you leave of your own accord, are threatened or just submit and put up with whatever comes your way.
  16. monicabilongame

    monicabilongame Star commenter

  17. inceywincey

    inceywincey Occasional commenter

    I have contacted my union and they are helping. Your last paragraph sums up exactly how I feel.
  18. mrkeys

    mrkeys Occasional commenter

    All staff should have been aware of the need to have a pay policy.
    Equally the governors are negligent in not ensuring that there is one. It must be freely available to all staff, not hidden away.
    This is not something that has just happened over night.
    Good luck, but as a teacher that 'survived' 10 years on UPS3 I can concur with other posters that I was very much a target. Now retired and enjoying life.
    inceywincey likes this.
  19. inceywincey

    inceywincey Occasional commenter

    As you can see I'm not quite there yet mrkeys. Also I don't intend to do any surviving - I have some very useful contacts outside my current position (which in its original form was fantastic), although I do think the new SMT would be very pleased to see me go.
    grumpydogwoman likes this.
  20. mrkeys

    mrkeys Occasional commenter

    Sorry to have to tell you but most of my colleagues on UPS regularly had to 'survive'.
    Expensive 'teachers' are seemingly quite expendable.

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