Teachers’ Pension Scheme – October 2018
What is the context? Up until 2012 all teachers paid the same percentage of their salary pension as pension contributions. This was changed to six, now five, bands so that the higher the salary, the greater the percentage contribution. With a Final Salary scheme, this was a way of ensuring contributions reflected pension accrued.
ASCL position: Following the introduction of the Career Average (CARE) scheme, ASCL believes there should be a simplified contribution system into the Teachers’ Pension Scheme with, for example, two tiers.
Why are we saying it? With the introduction of the CARE scheme for Teachers’ Pensions in 2015, this has become an inequitable way of paying contributions. The CARE pension is based on a fixed percentage of everyone’s salary over their career and so the contributions made should also be a fixed percentage of an individual’s salary. Currently, higher paid members of the scheme are funding the pensions of the rest of the members of the scheme as well as their own.
Teachers' Pay - June 2018
What is the context? Following recommendations by the STRB, the 2017 School Teachers Pay and Conditions document uplifted the minimum and maximum of the main pay range by 2% and 1% on other pay ranges, without any additional funding from the government.
We are yet to see what the STRB’s recommendations are for 2018, or whether there will be any additional funding.
ASCL position: As a fundamental principle, all national pay awards should be fully funded by central government. The impact of not fully funding the pay award will bring schools to crisis point and place our members in an invidious position, making it necessary to set deficit budgets and leading to schools becoming insolvent.
In order to maintain competitiveness in the labour market, ASCL believes that the annual uplift should apply to all teachers and leaders and that employers should ensure that their pay policies reflect this principle.
Why are we saying it? The STPCD no longer includes national scales for each pay range, only a minimum and maximum value for each range; it is for employers to decide whether or not to include scales and if so what values to apportion. The STRB recommendation can therefore only ever be to uplift the minima and maxima points. ASCL’s view is that the uplift should apply to any pay point or allowance that has been adopted by the employer within their policy.
The pressure on school finances is caused by the lack of government funding for these increases, and ASCL believes it is essential that the government provides the necessary funding so that schools can afford to pay their staff appropriately.
ASCL Policy paper: Teachers’ Pay
National pay awards - October 2017
As a fundamental principle, all national pay awards should be fully funded by central government.
In order to maintain competitiveness in the labour market, ASCL believes that the annual uplift should apply to all teachers and leaders and that pay policies should reflect this principle.
STPCD - October 2016
A school system based on academies is best served by the retention of the School Teachers’ Pay and Conditions Document as a minimum national benchmark. This would ensure stability within the system and allow school leaders and governing bodies to focus on raising standards in schools.
SCAPE discount rate - July 2016
ASCL believes the proposed change to the SCAPE discount rate from 2019 onwards must be fully funded to avoid a further negative impact on children in schools.
Facility time - July 2016
ASCL recognises that facility time is a statutory responsibility and advises strongly that members’ employers buy into Local Authority pooled arrangements where it is available.
Teachers' pay - July 2016
ASCL fully agrees with the STRB view that a 1% pay rise is insufficient to address the recruitment and retention issues and continues to believe any annual uplift must be fully funded by central government.
Employment rights - July 2016
ASCL values the significant contribution that EU citizens and other non-British nationals make to the education of our children and young people. Given the current teacher recruitment crisis, we feel strongly that the future employment rights of EU citizens as part of the UK schools’ and colleges’ workforce must be protected.
Pay and conditions - January 2016
ASCL UK believes that, in the event of Pay and Conditions being devolved in Wales, the following principles should apply:
That parity of the principles of both pay and conditions with England should be retained.
In order for the pay of school leaders to remain comparable, their pay range should be calculated using a three stage process similar to that in the current STPCD.
That Governors should retain the flexibility within agreed budgets to set the pay of school leaders.
That school leaders' conditions of service should be specific to the profession and not be incorporated within public service pay and conditions.
Pensions – April 2015
ASCL is dismayed that the sudden reduction in lifetime pension allowance from April 2016 and the detrimental effect it will have on public servants who have given a lifetime of service to education and who will be excessively taxed in their retirement.
Alignment of pay – February 2015
ASCL reaffirms its commitment to a formal mechanism for the alignment of pay for all members of the leadership team, regardless of their qualification base and route into leadership roles. We will support members in demanding that employers review role profiles in order to ensure the job evaluations of business leaders and business managers accurately reflect their roles and responsibilities.
25th Remit – October 2014
The future, prosperity and wellbeing of the nation depends on the quality of its education service. Consequently, we must recruit and retain the highest calibre of teachers and school leaders. We will submit joint evidence with the other teaching unions in response to the Secretary of State’s 25th remit to the STRB on pressing for a fully funded pay rise above the proposed 1%.
Cost of Living Award – October 2014
As a fundamental principle and in order to maintain competitiveness in the labour market ASCL believes that the annual uplift should apply to all teachers and leaders and will only support pay policies that reflect this principle. This needs to be fully funded by central government.
Pay and conditions – June 2014
The proposed increase in employers’ national insurance and pension contributions from September 2015 militates against the government’s policy to require schools to recruit and reward the best teachers.
ASCL welcomes the reduction from eight to six tiers in the 2015 pensions settlement but will continue its commitment, in each future evaluation, to reduce this to our preferred two tiers.
Business managers – February 2014
ASCL supports the development of a national structure for school business managers’ remuneration and career development.
STRB – February 2014
ASCL broadly welcomes the recommendations of the STRB in their 23rd report.
STRB – February 2014
P&C committee recommends that ASCL provides guidance, and where possible, policy around pay.
Pensions – February 2014
ASCL recognises the argument for a move from FTE to actual salaries earned for pension contributions but not at a further detriment to school and college leaders.
Pay increase – December 2013
The STRB one per cent pay increase should be considered as a 'cost of living' pay increase and applied across the board to all staff as the final year of a four-year package.
Pensions – December 2013
For the Teachers’ Pension Scheme, ASCL’s preferred model is a two-tier contribution structure with a lower tier for the lowest paid and a common tier for all other scheme members.