Headteacher Group Size Calculator
The size of a headteacher's school group affects their pay and leadership duties. The School Teachers' Pay and Conditions Document (STPCD) lists eight headteacher groups by school size. To find the right group, you must count the total students and consider those with special needs. This is key for good school management and fair pay for leaders.
Key Takeaways
- The STPCD defines eight different headteacher groups based on school size and student population.
- Determining the appropriate headteacher group is crucial for setting pay ranges and leadership responsibilities.
- Factors like the number of pupils and special educational needs students are considered in the group size calculation.
- Proper headteacher group classification ensures fair compensation and effective resource allocation.
- Understanding the headteacher group size process is vital for efficient school management and administration.
Understanding the Leadership Pay Range
The UK has a structured pay system for school headteachers and senior leaders. This system is called the Leadership Pay Range. It goes from point L1 to L43, with most headteachers starting at point L6. The pay depends on the school's size, which puts it into one of eight groups.
Factual Data on the Leadership Scale
A Group 2 school, with 1,001 to 2,100 students, has a headteacher pay range of L15 to L21. There's also extra pay up to 25% above the top group level. For 2019, salaries ranged from £44,323 to £127,006 a year. Headteachers in certain groups had minimum salaries like L18B, L21B, and L24B.
The Leadership pay scale has 'A' and 'B' points for different career stages. Points L43B to L51 are extra for 2019, with 1.5% increases between each.
The school's governing body sets the pay for headteachers, considering the school's size, location, and the candidate's experience and qualifications. New leaders start a new contract and have special duties in their job descriptions.
Setting Pay for New Headteacher Appointments
The governing body sets the initial salary for new headteachers within the school's group size. They look at the candidate's experience, skills, and the school's challenges. Unlike other teachers, headteachers don't follow the 1,265-hour agreement. They get dedicated time for leadership duties.
The pay scales for new headteachers are set by the School Teachers' Pay and Conditions Document. These scales are based on the Recruitment and Selection Procedures. Teachers' pay increases depend on their performance, and this rule also applies to school leaders.
The pay policy ensures fair and equal opportunities for setting salaries. It also covers honorary payments and acting-up allowances for those covering senior roles.
In short, the governing body is key in setting the salary for new headteachers. They consider many factors to meet the school's needs and follow pay policies.
Reviewing Pay Ranges for Existing Headteacher Roles
As an existing headteacher, it's key to know that your pay needs regular checks by the governing body. This makes sure your pay fits your school's size and your growing leadership role. Your pay goes up based on how well you do each year and your growth in the job.
Headteachers get more freedom in their work hours than other teachers but still get PPA time for planning and teaching. This time helps you manage your work, lead in teaching, and support your staff.
The 2023 pay increase for teachers is 6.5% for all pay levels and advisory points. Some parts of the Main Pay Range get even bigger increases, making the starting salary at least £30,000. All these pay increases start from 1 September 2023, helping headteachers during tough times.
With changes in education, headteachers must keep up with pay and conditions updates. Knowing your rights and how to review your pay helps make sure you get fair pay for your hard work in your school.
Headteacher Group Size: Determining the Appropriate Category
Figuring out a school's headteacher group size is key to setting the right pay. This depends on the school's total pupils and special needs. Schools fit into one of eight groups, from the smallest to the largest. Picking the right group is vital for fair pay and making sure the headteacher gets paid right.
The 2019-20 headteacher pay scale starts at L6 and has eight categories: Group 1 (L6-18), Group 2 (L8-21), and so on up to Group 8 (L28-43). The salary depends on the school's size, offering different pay options in each group.
In special schools, headteacher groups change based on a score, from Group 2 to 8. The staff-pupil ratio affects a modifier, which can be 1 to 6. For regular schools, scores put schools into groups 1 to 8 based on pupil numbers. Schools with more special needs students get extra units, changing the headteacher group.
Governing bodies set the headteacher's starting pay, and a committee reviews salary increases after yearly checks. Teacher salaries change every year and can differ by location.
Setting Pay Differentials within the Leadership Team
When setting pay for a school's leaders, it's key to keep pay gaps fair. These gaps should show the different levels of responsibility and accountability in each role. Schools can set these gaps but must make sure they're fair and justified.
Maintaining Appropriate Pay Gaps
Looking at the pay of deputy and assistant headteachers is also important. Schools should focus on pay and appraisal policies that link to performance. It's wise to review these policies yearly to make sure they're clear on how pay is based on performance.
Decisions on pay must be made fairly, without bias, based on clear criteria. Schools should adjust pay policies to fit their specific needs for hiring and keeping staff. There's advice on fast-tracking top-performing teachers.
Reviewing pay for headteachers or leadership teams should only happen with big changes in their roles, not just when they hit the top of the pay range. The goal is to ease the workload for teachers and leaders during the appraisal and pay process.
The cycle for appraising and setting pay includes setting goals, checking on performance, and giving feedback and pay advice by the summer term's end. Leaders should update pay and appraisal policies as needed, considering experience and changes in the School Teachers' Pay and Conditions Document. Boards decide on the budget for pay increases and career progression.
Headteachers might choose to work part-time, which affects their pay and duties. Keeping fair pay gaps within the leadership team is crucial for fairness and accountability.
| Leadership Role | Typical Pay Range | Responsibilities |
|---|---|---|
| Headteacher | £47,735 - £115,483 | Overall strategic leadership and management of the school |
| Deputy Headteacher | £42,559 - £64,461 | Supporting the headteacher and taking on key leadership responsibilities |
| Assistant Headteacher | £38,690 - £59,528 | Leading specific areas of the school's work, such as curriculum or pastoral care |
This table gives a basic idea of pay ranges and roles for school leaders. But remember, actual pay and duties can change based on the school's size, location, and other factors.
"The board of trustees must ensure decisions about executive pay follow a robust evidence-based process and represent a reasonable and defensible reflection of the individual's role and responsibilities."
The ATH 2023 says boards must make sure executive pay decisions are based on solid evidence and reflect the role's demands. These decisions should be clear, fair, and justified, assuming pay shouldn't go up faster than teachers' pay.
Trusts need to know about reporting on pay, like listing employees making over £100k and total pay for those earning over £60,000.
Handling Temporary or Acting Headteacher Roles
Sometimes, schools need temporary or acting headteachers when the main head is away or leaves. The governing body must figure out how much to pay them, considering how long they'll be there and what they'll do. This makes sure they get paid fairly for taking on extra duties. But, it's best not to go without a headteacher for too long.
When hiring temporary or acting headteachers, a panel of at least three governors is usually involved. Studies say the best number of interviewers is between three and eight, with five being the best. Schools that look for headteachers in the summer might need a temporary one at the school's start.
Finding out how much is a tlr2 worth? and how much is a tlr3 worth? can be hard, especially in schools in poor areas. Good recruitment practices are key to finding great headteachers. All schools should have a current recruitment policy to draw in top candidates.
The Education Act 2002 says all schools must have a headteacher or an acting one when there's a vacancy. Though can a school run without a headteacher? might seem okay, it's not usually a good idea. Research shows that leadership is very important for students' learning, and a school's best performance is tied to its leadership quality.
Conclusion
Understanding headteacher group size and leadership pay is key for school success. It helps in setting fair pay and keeping top teachers. This ensures schools have the best leaders.
It's important to look at temporary or acting headteachers too. This keeps leadership steady and ensures everyone gets paid fairly.
This article gives a clear plan for setting headteacher pay. It covers how to form pay committees and handle appeals, and how to keep pay fair. Following these steps helps schools pay their leaders right and keep the best people.
As education changes, paying teachers fairly is more important than ever. It shows how much headteachers and their teams matter. Fair pay helps schools do well and keeps teachers happy and motivated. The advice in this article is great for schools wanting to improve their pay and keep a great team.
FAQ
What size is a group 2 school headteacher?
Group 2 schools have 451-1,000 pupils. Headteachers in these schools earn from L8-21 on the pay scale.
How is headteacher pay calculated?
Pay depends on the school's size, based on pupil numbers. Headteachers start at L6 and can go up to L43. Pay also varies by location, with London and fringe areas offering more.
How many points should be on a headteacher's pay range?
Headteachers should have 7 to 13 consecutive points on the leadership pay scale. This depends on the school's size.
How often do teachers move up the leadership pay scale?
Teachers move up based on yearly performance reviews. Schools decide how fast a headteacher moves up, considering their performance and the school's needs.
Which is higher, TLR 2a or 2c?
TLR 2c is higher, with a minimum value of £7,017. TLR 2a has a minimum of £2,873.
Can a headteacher also be a SENCO?
Yes, a headteacher can also be a SENCO. This is less common in large schools with dedicated SENCO staff.
Who is the highest paid headteacher in England?
There's no public record of England's highest-paid headteacher. Salaries vary by school size, location, and performance. Large schools in London might pay near the top of the scale.
Is being a headteacher a stressful job?
Yes, being a headteacher is demanding and stressful. They lead and manage the school, facing many challenges and making high-pressure decisions.
Are headteachers entitled to PPA time?
Headteachers don't have the 1,265-hour agreement like other teachers. They get dedicated time for leadership duties, including planning and preparation.
How many hours a week does a headteacher work?
Headteachers work varying hours, not bound by the same agreement as other teachers. They work as needed to lead effectively.
Can a teacher hold two TLRs?
Yes, teachers can hold two TLRs if the total value doesn't exceed the maximum for their role.
Can you remove a TLR from a teacher?
Schools can remove a TLR, following a fair process. This includes consulting the teacher and considering the impact on their salary and duties.
What are the headteacher pay groups?
The STPCD outlines eight headteacher groups by pupil number. Pay ranges from L6-18 to L28-43.
Can a headteacher work part-time?
Yes, headteachers can work part-time, affecting their pay and duties. The school must consider the needs of the school and the headteacher.
What TLR does a head of year get?
Heads of year usually get a TLR2, worth at least £2,873 annually.
Do you get a TLR for leading a subject?
Yes, leading a subject can earn teachers a TLR, often a TLR2 or TLR3, based on the role's scope.
How much is a TLR2 worth?
TLR2 has a minimum annual value of £2,873. Schools can set it higher, up to £7,017.
How much is a TLR3 worth?
TLR3's value is set at £603 to £3,017, based on the school's decision and the role's nature.
Can a school run without a headteacher?
Schools usually need a headteacher. But, they might appoint a temporary one if the head is absent or leaves. The governing body must decide on the temporary allowance.
Should a SENCO get a TLR?
SENCOs don't automatically get a TLR. But, schools might give one if the role has significant leadership and management tasks.
Is an assistant headteacher higher than a deputy headteacher?
Assistant and deputy headteachers' seniority varies by school. The deputy might have more accountability or decision-making power in some schools, while the assistant might lead more in others.
Source Links
- https://assets.publishing.service.gov.uk/media/634839ea8fa8f534627a6e15/2022_STPCD.pdf - School teachers’ pay and conditions document 2022 and guidance on school teachers’ pay and conditions
- https://thehub-beta.walthamforest.gov.uk/sites/default/files/2019-11/Appendix_5_Leadership_Pay_Range_2019.pdf - PDF
- https://perran-ar-worthal.eschools.co.uk/storage/secure_download/SUJzb252dzRTb0k2UEVaWHdEVDJhZz09 - PDF
- https://www.ekcgroup.ac.uk/app/uploads/2023/10/Pay-Policy-2022-23-EKC-Schools-Trust.pdf - PDF
- https://southyorkmat.co.uk/wp-content/uploads/2024/01/Pay-Policy-SYMAT-October-2023-FINAL.pdf - PDF
- https://eboracademytrust.co.uk/wp-content/uploads/2024/02/Pay-Policy-22c-2023-.docx-1.pdf - Pay Policy 22c 2023 MC.docx
- https://assets.publishing.service.gov.uk/media/65eae75b5b652445f6f21aa4/School_teachers__pay_and_conditions_document_2023.pdf - School teachers’ pay and conditions document 2023
- https://www.tes.com/jobs/careers-advice/pay-and-conditions/leadership-and-headteacher-pay-scales - Leadership and headteacher pay scales
- https://schools.epm.co.uk/wp-content/uploads/2021/10/Guide-for-Chairs-of-Governors-Booklet-2023.pdf - PDF
- https://assets.publishing.service.gov.uk/media/6527ee4daea2d00013219c6d/Implementing_your_school_s_approach_to_pay_October_2023.pdf - Implementing your school's approach to pay: October 2023
- https://www.gov.uk/government/publications/setting-executive-salaries-guidance-for-academy-trusts/setting-executive-salaries-guidance-for-academy-trusts - Setting executive salaries: guidance for academy trusts
- https://assets.publishing.service.gov.uk/media/6628c402b0ace32985a7e516/Recruiting-a-headteacher-v2.pdf - Recruiting a headteacher
- https://education.southwark.gov.uk/assets/attach/148/a-guide-to-recruiting-and-selecting-a-new-headteacher.pdf - A guide to recruiting and selecting a new headteacher
- https://leap.hillingdon.gov.uk/media/7907/HR-Governors-Training-for-Maintained-Schools-Repeated-by-Browne-Jacobson-LLP/pdf/0cHR_Governors_Training_for_Maintained_Schools_Repeated_by_Browne_Jacobson_LLP.pdf?m=1639404005043 - Head Teachers Performance Management