Consideration should also be given to the role within its specific leadership structure, for example, in the context of the other leadership roles with equal accountability. Pay levels will need to be reviewed to take account of any significant changes to roles, responsibilities, and levels of accountability.
Many job evaluation schemes used by local authorities include core elements which add context and provide ‘weighting’.
- knowledge and understanding, qualifications, expertise or experience
- extent of delegated problem-solving responsibility
- responsibility for full line and performance management of other staff (number of staff is key - the larger the group of responsibility, the higher the weighting)
- accountability for delegated decision making
Some roles will include an additional element of ‘stretch’ alongside the core accountabilities listed above. These elements of a role also need to be carefully considered and reflected in decisions on setting pay.
Examples of likely elements of stretch might include complexities of managing multiple sites or the management of extensions to provision. In such cases, key issues to consider are the complexity and time needed to manage these extra responsibilities, requirements for additional necessary expertise or technical knowledge, impact of evaluative judgements required and the extent to which these judgements have implications for business continuity. Other examples are collaborative working practices including contribution to wider SBL networks on local and national levels, for example, SBL groups/networks, delivering CPD, writing articles for publications, Schools Resource Management Advisor (SRMA), Specialist Leader of Education (SLE).