Schools Pay and Reward Review

Welcome to the Schools Pay and Reward Review 2016/19. Below you can find the most recent updates on activity since the review started in May 2017. You can also see our historical updates for the pay and reward review.

June 2019 update

We have attended the bursars' meetings taking place in June to update schools on where we are with policies and our new ways of working going forward. Please read the bursar briefing for June 2019.

February 2019 update

We have reached agreement with UNISON and GMB in relation to the 2019/20 Surrey Pay settlement for schools and non-schools based staff on Surrey Pay. Members of both unions voted overwhelmingly in favour of the pay settlement; 94% and 73% respectively.

The Council's People, Performance and Development Committee (PPDC) approved the new collective agreement on 11 February and confirmed implementation of the pay settlement from 1 April 2019.

For full details of the pay settlement including the pay scales read the Joint statement from Surrey County Council, UNISON and GMB (PDF).

January 2019 update

Consultation outcome

All staff who are subject to Surrey Pay arrangements (as opposed to national pay arrangements such as teachers) are bound by collective agreements that the county council reaches with its recognised trades unions (i.e. GMB & Unison). Therefore we have been negotiating with our trades union colleagues on the 2019/20 Surrey Pay proposals.

Running alongside this was a survey of staff to determine how the proposals would be received by all of our employees. This also helps inform our union negotiations.

We had over 5000 views of our page and over 3000 people downloaded the consultation pack. Around 700 people completed the survey. Overall 76% of respondents either agreed or strongly agreed with the package with 24% not agreeing. The main area of contention related to the proposal to remove the workplace relocation grant where 47% of staff disagreed with the proposal compared to 43% who agreed. This was one of only 2 proposals where more people disagreed than agreed (the other related to VR capping where disagreement was 45% vs 44%). The concerns relating to workplace relocation were not surprising considering the plans to relocate staff from County Hall. The trades unions asked that this proposal be removed from the overall package. However, in order to do so, other proposals had to be revisited in order to avoid removing the existing workplace relocation grant. One element of this was to revise the pay points at grade 10 - 14 whilst still ensuring that staff received a pay increase.

The other area of concern related to affordability within schools. A significant number of schools raised concerns as to affordability of the pay proposals, particularly relating to grades 1-3 where the majority of school based employees are graded. It was essential that we still retained the £9 per hour wage as a minimum as this is expected to become law during the lifetime of this pay agreement. Therefore, these grades were amended slightly to reflect the issue of affordability but whilst still retaining the £9 per hour minimum. Again this also enabled us not to remove the current relocation grant payments.

The proposals represent an overall increase to the Surrey pay bill of around 2.5% which is higher than the current level of inflation of 2.2% (source ONS) and also higher than the current pay trends in the public sector.

As is inevitable when pay approaches are fundamentally reviewed, some staff will gain more than others. However, going forward any overall % pay increase will be equally applied to all pay spine points.

The period of engagement with all staff on the proposals has now reached an end. The trades unions are now undertaking their own consultation process with those employees who are members of their trade union.

We will keep you updated as and when we have feedback from trade unions.

Surrey Pay Offer Summary

The joint statement from SCC, UNISON and GMB sets out the revised Surrey Pay offer for schools and non-schools Surrey Pay staff for 2019/2020. This revised final offer has been prepared in light of the feedback received from the unions, staff and in particular colleagues within the schools sector. In addition as a result of the recent announcement regarding the forthcoming move from County Hall, the proposals relating to the relocation grant have been removed from this pay offer. The issue of staff relocation expenses will therefore be factored into negotiations and consultations relating to a move from County Hall during 2019/20.

This final offer is made with a view to reaching an agreement on pay effective from 1 April 2019 until 31 March 2020. The council believes that this offer will do much for some of the lowest paid in the authority and will ensure greater consistency of practice across schools and non-schools Surrey Pay groups.

The pay offer for staff working in South East Shared Services and for Surrey Arts and Community Learning and Skills Tutors is still subject to discussion and details will be confirmed separately.

The key points of the revised Surrey Pay 2019/2020 offer are set out below, unless otherwise stated, these changes will take effect from 1 April 2019:

  • The pay year for non-schools and schools Surrey Pay staff will be aligned to 1 April each year.
  • The direct link between the outcome of the appraisal process and pay progression has been removed for non-schools Surrey Pay staff.
  • The pay offer has been revised following feedback received during consultation and to reduce the financial pressure to many schools;
  • the minimum salaries for grades PS1/2 to PS4 have been reduced,
  • an additional incremental point has been included at grade PS3,
  • in addition the minimum salaries for grades PS10 - PS14 have been reduced to ensure consistency in the percentage increase between grade maximum and next grade minimum across all grades within the job family pay model.
  • Staff on Surrey Pay grades PS1/2 to PS14 within the job pay model will move to the nearest fixed pay point which is higher than their current salary.
  • Pay progression to the next fixed pay point will apply from 1 April 2020, subject to performance until the top of the grade is reached.
  • Salaries for staff on a career pay model/scheme will increase by the percentage increase applied to their existing fixed pay point. In addition, staff will move to the next fixed pay point, subject to performance until the top of the pay grade is reached.
  • Surrey Pay grade PS15 will move from the job family pay model to the Leadership pay model. In addition there will be no increases to salaries for senior managers on the leadership pay model, which will include grade PS15 and above.
  • The weekly pay for voluntary redundancy payments will be capped at £508 per week, in line with redundancy payments legislation.
  • Sick pay for schools Surrey Pay support staff will be aligned to non-schools Surrey Pay arrangements, which provides three months' full pay and three months' half pay during sickness absence from the first day of employment.
  • We will no longer pay enhancements or allowances for working evenings, nights, weekends, or bank holidays for new Surrey Pay school-based appointments in line with the arrangements for non-schools.
  • The current recognition award scheme in schools will be withdrawn.
  • The existing School's Lettings Agreement will cease and time worked will be paid at plain time, with a minimum of 30 minutes at plain time for on-site caretakers, and a minimum of 1 hour at plain time for off-site caretakers.
  • The phasing out of the car user lump sum will be extended to centrally employed teachers, Surrey Arts tutors, Community Learning and Skills Tutors and all staff within schools.
  • Membership fees of professional bodies will only be reimbursed for staff where it is a statutory requirement that an employee is registered with a professional or regulatory body (i.e. staff within the Social well-being career family), and those employees undertaking sponsored training to obtain a professional qualification.
  • The contractual home workers' allowance will be removed.
  • Pay day will move to a fixed monthly pay date, discussions are ongoing to determine the most appropriate date.

Next Steps and Timelines

  • January 2019: The GMB and UNISON trade unions will be balloting their members.
  • February 2019:The People Performance and Development Committee will consider feedback and confirm the final offer.
  • 1 April 2019: If approved, the new pay package will be implemented and any increases to pay will be paid in April salaries.

December 2018 update

A revised Surrey Pay offer for 2019/2020 has been prepared in light of the feedback received during the recent consultation period from both schools and non-schools. Please read the joint statement from SCC, Unison and GMB (pdf). The final offer is made with a view to reaching an agreement on pay effective from 1 April 2019 until 31 March 2020.

Next step is for unions to ballot their members during January 2019 on whether to accept the final offer.

November 2018 update

The current review of Surrey Pay is the most fundamental since 2016 and includes a number of elements. The proposals are relevant to all staff on Surrey Pay terms and conditions, both in schools and non-schools. In addition, proposed changes to the car user lump sum will impact teachers and the change to the monthly pay date will affect all staff groups. As such we want to make sure we capture the views on the proposals of as many people as possible.

Please take your time and have a look through the Surrey Pay Reward Strategy (PDF) and the Staff Consultation Annexes (PDF) The proposed pay package is indivisible and will deliver an affordable, fair and transparent reward package that is easier to understand.

We want to hear your views, please complete the Consultation on the Surrey Pay Review by 14 December 2018 to let us know what you think.

MyBenefits - staff voluntary benefits scheme

This scheme is available to all staff (support staff and teachers) in schools using the council's payroll service. Bursars have been provided with a supply of benefit cards to distribute within their schools. Please read our Employee Benefits Scheme (PDF) for more details of eligibility and to discover how much you can save, alternatively look on the council's MyBenefits webpages.

April 2018 update

Outcomes of moderation, implementation arrangements and guidance on next steps

We are nearly at the end of Phase 1 of the Review which has involved consultation and implementation of the schools job families framework. We would like to thank all the schools and our Trade Union colleagues for their kind co-operation in making this huge task possible, and particularly those schools which provided the supplementary information needed to enable an evaluation of roles to be undertaken.

We have written to Headteachers of maintained schools and academies, and our Schools Information Pack provides comprehensive guidance to support schools with the next part of the process. Watch this video to help you navigate through the pack.

The information pack has five main sections with summary actions at the end of Sections 1 to 4. Section 5 contains a template letter to use when confirming to staff the outcomes from the consultation.

Two Annexes should be read prior to the commencement of any individual staff consultation:

  • Annex 1(PDF) contains guidance about using a new Pay Exception Process which has been ratified by the Steering Group. Requests may be submitted using the Pay exception request form.
  • Annex 2 and 2A (PDF) set out the new Job Evaluation Policy and Process for schools, how job evaluation requests will be undertaken in the future when new roles are created, the responsibilities of the Headteacher in this process and how appeals against an evaluated grade will be managed.

Go to the Job Families toolkit to find the entire suite of role profile summaries and templates.

Outcomes from the job families moderation exercise are set out in the Job Family Overview of Moderation Tables (below).

Next steps

  • Consider the finalised job families and Job Family Overview of Moderation tables for each job family.
  • Consider the guidance set out in the Schools Information Pack, and the two Annexes.
  • Please note that it is the responsibility of the Headteacher together with the Chair of Governors to review and agree mapping decisions.
  • Contact your Babcock HR Consultant /HR Provider where it is necessary to do so for further support.
  • Confirm the outcomes of the consultation to your staff.
  • Upload the changes to grade on the schools portal.

Files available to download

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