NB: The Pay and Appraisal Policies in operation at LST schools have not been agreed with education unions.
The NASUWT's last meeting of Learning Schools Trust (LST) JNC was on 1 December 2015. The NASUWT has finally reached agreement on a trade union recognition agreement (TURA) and trade union facilities agreement (TUFA). However, the NASUWT has still not reached agreement on any of the following policies:
- performance management;
- appraisal;
- managing change; and
- capability policies.
The NASUWT has reached agreement with LST on Managing Ill Health and Grievance procedures.
The LST cost-of-living pay award for teachers has been confirmed by LST. The LST have awarded 1% across all points on all scales with 2% for M6 as recommended by the DfE.
LST Pay & Appraisal Policies are Totally Unacceptable
The NASUWT has rejected both the imposed LST Pay and appraisal policies as totally unacceptable. The LST policies do not comply with the NASUWT model polices and checklists on pay and appraisal. The LST policies together create additional hurdles in achieving pay progression and increased workload in the shape of excessive observations and monitoring of lessons for all NASUWT members.
As well as using The Teachers Standards as a checklist to progress teachers must also meet KED standards and objectives which may have been imposed.
As you will be aware the NASUWT is on national industrial action. The current imposed pay and appraisal policies breach the national industrial action instructions circulated to members. The NASUWT informed LST that any imposed policies that did not conform to the NASUWT pay policy and checklists on appraisal and lesson observations could lead to a collective dispute.
Pay progression will be determined in this pay policy by ensuring that as well as meeting agreed objectives, which can be as many as five, some which may be imposed, teachers will need a positive assessment against ‘Kunskapsskolan Education’ (KED) standards’, exam results, evidence of a wider contribution to the life and work of the Academy, teach at a consistently good or outstanding standard and in the case of upper pay spine progression teach in line with or exceed academy targets.
In addition no agreement has been reached with LST regarding the monitoring of pay progression to provide trade unions with the data of those employees who are successful and those who are not. Monitoring should focus on gender, part time workers, age and all the special characteristics referenced in the Equalities Acts to ensure all workers are treated fairly and not discriminated against.