Education Personnel Services
School Recruitment
Pay and Grading Review
Advice on how to advertise salaries in advertisements for support staff posts affected by the Pay and Benefits project was issued in school communication SC002543 and SC003373.
Examples of salaries to be used in advertising vacant posts with an anticipated start date of 31 January 2008 or earlier:
1. Guidance on advertising posts for Support Staff
In order to ensure the least impact possible for employees of moving to the new pay structure (and terms and conditions), new employees and internal applicants must not be appointed on a Full Time Equivalent (FTE) salary that places them in the Higher Salary Range or in a protected salary situation when they move to the new terms and conditions.
Posts should be advertised with the wording “up to GBPxxx” and the salary figure used must be either:
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The value of the maximum of the current scale to which you would appoint or
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The value of current scale point which is nearest to the maximum of the Normal Salary Range of the new grade to which their role profile is evaluated (without being above the value of the maximum of the Normal Salary Range) whichever is lower.
You will therefore need to ascertain, before placing your advert:
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The current scale on which you would appoint your new post holder
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The values of all the points on the current scales, which are obtainable here: https://hantsweb-staging.hants.gov.uk/education/teachhampshire/education-eps-payscales
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The role profile (and grade) to which the new post holder will be matched
2. Payment of additional allowances
Any payment that is due to cease on implementation of pay and benefits project should not be offered or paid to new appointments made. This includes for example, productivity and qualification payments. Market supplements can continue to be used where the school has justification for doing so, but market supplements should not be paid on a permanent basis.
3. Information for prospective applicants
Please ensure that the information sheet titled “Pay and Grading review” (Word) is included within all recruitment information for prospective applicants including all applications from employees who are currently employed by Hampshire County Council.
4. Examples of salaries to be used in advertising vacant posts
Learning Support Assistant – LSA 1 role profile
- Current scales would be 1-2 (GBP11,193-GBP14,523)
- LSA 1 role profile – New Grade B (GBP12,254-GBP13,793
The advert must use either the maximum of the current scale (GBP14,523) or the maximum of the Normal Salary Range (GBP13,793), of the new grade whichever is lower.
The lowest of these figures is the top of the Normal Salary Range of the new grade (GBP13,793) and therefore the advert must use a value on the current salary scales which is nearest to the maximum of the Normal Salary Range of the new grade (GBP13,793) but without placing the employee in the Higher Salary Range
The value of nearest point to GBP13,793 is scale point 11 (GBP13,854), but this would mean the employee would be placed in the Higher Salary Range. Therefore the highest value that could be used, based on the current salary scales is that of scale point 10 (GBP13,014).
Therefore the salary level for advertisement and appointment must be:
“Up to GBP13,014 pro-rata - pay review pending”
The person could be appointed on less than GBP13,014, but the value of the FTE salary would need to be based on the value of a current scale point.
Learning Support Assistant – LSA 2 role profile
- Current scales would be 1-3 (GBP11,193-GBP15,825) dependent on experience
- LSA 2 role profile – New Grade C (GBP13,416 - GBP16,020)
The advert must use either the maximum of the current scale (GBP15,825) or the maximum of the Normal Salary Range (GBP16,020), of the new grade whichever is lower.
The lowest of these figures is the top of the current scale (GBP15,825) and therefore the advert must use a maximum value of GBP15,825.
Therefore the salary level for advertisement and appointment must be:
“Up to GBP15,825 pro-rata - pay review pending”
The person could be appointed on less than GBP15,825, but the value of the FTE salary would need to be based on the value of a current scale point.
The advert would need to explain that the school are looking for to fulfil a position, of which the duties are defined by LSA 1 role profile, but that there was also an opportunity for the successful applicant to work at the level defined by the LSA 2 role profile, dependent on experience.
Therefore the salary levels for advertisement and appointment must be:
“If the successful candidate will be working at the level of LSA 1, salary for the position is up to GBP13,014. However, if the successful candidate has sufficient experience to be working at the level of LSA 2, the salary for the position is up to GBP15,825”
- Currently on scale 1, fixed point 4: GBP11,193 (GBP5.80 per hour)
- New Grade A GBP11,193-GBP12,196
As the salary for a cleaner is currently on a fixed point and this fixed point is within the Normal Salary Range, schools should advertise vacancies for cleaners on GBP11,193 pro-rata.
Lunchtime Supervisory Assistant
- Currently on scale 1, fixed point 5 abated: GBP11,424 (GBP5.92 per hour) with paid weeks of either 48.3, 48.8 or 49.1 dependent on aggregated (cumulative) service
- New Grade A GBP11,193-GBP12,196 with paid weeks of either 44.09, 45.07 or 45.68 dependent on aggregated (cumulative) service
As the salary for a Lunchtime Supervisory Assistant is currently on a fixed point and this fixed point is within the Normal Salary Range, schools should advertise vacancies for Lunchtime Supervisory Assistants on GBP11,424 pro-rata.
Schools should continue to use the current paid weeks (48.3, 48.8 or 49.1) until pay and benefits is implemented. A free school meal must be provided until the Pay and Benefits is implemented.
- Current Scale 6, fixed point 28: GBP22,293
- New Grade B GBP12,254-GBP13,793
The salary for a Senior Supervisory Assistant is currently on a fixed point and this fixed point is above the maximum of the Normal Salary Range (GBP13,793).
The value of nearest point to GBP13,793 is scale point 11 (GBP13,854), but this would mean the employee would be placed in the Higher Salary Range. Therefore the highest value that could be used, based on the current salary scales is that of scale point 10 (GBP13,014).
Therefore the salary level for advertisement and appointment must be:
“Up to GBP13,014 pro-rata - pay review pending”
The person could be appointed on less than GBP13,014, but the value of the FTE salary would need to be based on the value of a current scale point
- Current scale 6, fixed point 28: GBP22,293, paid for 37 hours per week, but only 1.67, 1.69, or 1.71 paid weeks per year
- New Grade D GBP16,706-GBP19,948, paid for 52 weeks per year
The basic salary:
The advert must use either the maximum of the current scale (GBP22,293) or the maximum of the Normal Salary Range (GBP19,948), of the new grade whichever is lower.
The lowest of these figures is the top of the Normal Salary Range of the new grade (GBP19,948) and therefore the advert must use a value on the current salary scales which is nearest to the maximum of the Normal Salary Range of the new grade (GBP19,948), but without placing the employee in the Higher Salary Range.
The value of nearest point to GBP19,948 is scale point 25 (GBP20,234), but this would mean the employee would be placed in the Higher Salary Range. Therefore the highest value that could be used, based on the current salary scales is that of scale point 24 (GBP19,614).
Therefore the salary level for advertisement and appointment must be:
“Up to GBP19,614 pro-rata - pay review pending”
The person could be appointed on less than GBP19,614, but the value of the FTE salary would need to be based on the value of a current scale point
The hours per year:
A Clerk to the Governing Body is required to work, as a standard, 54 hours per year. However, they do not have the opportunity to take their leave and therefore they must be paid for it. This must clearly be explained to the applicant and confirmed in writing.
Their holiday entitlement must therefore be added to their hours worked per year. The holiday entitlements for an employee appointed on scale point 24 are:
- 24 days annual leave + 8 days public holiday (32 days) for less than 5 years cumulative service
- 27 days annual leave + 8 days public holiday (35 days) for more than 5 years but less than 20 years cumulative service
- 30 days annual leave + 8days public holiday (38 days) for more than 20 years cumulative service
This means the following number of hours holiday needs to be paid per hour worked to a Clerk to the Governing Body:
- Less than 5 years service: 0.123
- More than 5 years service, but less than 20 years service: 0.134
- More than 20 years service: 0.146
So, for a Clerk to the Governing Body required to work 54 hours per year and who has less than 5 years service, their hours per year will be:
- Basic hours per year: 54.000
- Leave entitlement (54 x 0.123) 6.642
- Total hours per year 60.642
The total hours per year is then divided by 52.143 to provide hours per week, which should be entered on SAP (in this case 60.642/52.143 = 1.163 hours per week).
If you have any questions or would like to use any of our additional services, please e-mail our Recruitment & Development Team.