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Take part in NAHT's pay campaign 2020/21

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​NAHT's policy and campaign work is most effective when we can hear directly from members on their experiences and views.

To support our pay and recruitment and retention campaigning work for 2020/21, we are running a series of member round tables to gather views, thoughts and experiences from across our membership. These are intended to complement our annual recruitment and retention survey and will form the basis of our submission to the 2020 School Teachers' Review Body (STRB).

If you would like to get involved please contact policy@naht.org.uk

Please note that all meetings will be run virtually.

School business leader recruitment, retention and pay discussion (Thursday 24 September 2020, 13:00 - 14:30)

This meeting will look to explore members' current experiences of the pay structures for school business leaders (SBLs), both in academies and LA maintained schools, and the barriers members might face in getting salary increases. What do the current pay structures signal about the profession, and is there a recruitment and retention impact? Do members feel they want to step up and take on more senior roles in school business leadership? Does pay in other sectors compare favourably? Are members considering leaving the sector? We will explore NAHT's position on the need for a national framework, the benefits that members think this might bring, and how the different roles might be pegged to the corresponding framework for other school leaders. It would also be helpful to explore the views members have about the changes to starting salaries for newly qualified teachers.

 

Deputy and assistant head recruitment, retention and pay discussion (Friday 2 October 2020, 11:00 – 12:30)

This meeting will look to explore the experiences of deputy and assistant head (DAH) members and the influence of pay as an incentive or disincentive to those considering stepping up to assistant or deputy roles, and we're keen to hear the views of DAH members on the impact of pay on the future supply of head teachers. From a policy perspective, we are particularly interested in members' views on the impact of recent differentiated pay rises (in favour of early career teachers) on the morale, motivation and career aspirations of DAH members.  We'd like to explore whether DAH members feel they have sufficient dedicated leadership time to effectively fulfil their leadership responsibilities, and the extent to which this has changed over the last three years. We'd also like to discuss the level of support and training DAH members received when stepping up into senior leadership, and whether this was helpful or not. We would also like to explore views around the national professional qualifications (NPQs) and support you might like to be available if you were to step up and become a new head. As always we'd like to explore the pressures of accountability and the extent to which this acts as a deterrent to further progression. If we have time, it would be useful to think about possible changes or improvements to the pay framework that might better-support future leadership supply.

 

Leadership recruitment, retention and pay discussion (Wednesday 7 October 2020, 16.00 – 17:30)

This meeting will explore the factors that impact the supply of teachers and leaders, with a particular emphasis on the extent to which the pay system incentivises of disincentivises leadership. How could leadership pay be reformed to support and encourage assistants and deputies to step-up to headship; and what steps are needed to retain existing leaders? What needs to be done to retain the experience and expertise of late-career leaders, and would head teachers welcome the ability to step back in late career, through, for example, phased retirement or opportunities to deliver other system-critical roles?  We'd like to discuss whether members think there are sufficient quality NQTs, teachers and leaders in the system – and, if not, how this can be addressed. Do members have concerns about succession planning, and what part do accountability and workload play in this? We would also be keen to explore whether the pandemic has simply exacerbated pressures or whether it has opened up new thinking on flexible and sustainable working.

 

Equalities recruitment, retention and pay discussion (Tuesday 13 October 2020, 10:00 – 11:30)

This meeting will look to explore members with protected characteristics' experiences in the profession, and the impact that this may or may not have on aspirations to progress into senior leadership.  We are acutely aware of existing barriers and disincentives that discourage middle leaders from becoming assistants or deputies and make headship unattractive.  We'd like to explore any additional barrier or disincentives that members with protected characteristics have faced or perceptions that exist. Do the current pay system and structures of support allow everyone to progress equally?  In what ways could the pay system be reformed to better support members with protected characteristics; and what other enabling factors could be considered.  For example, would mentoring, coaching, networks or other forms of leadership support for new assistants, deputies and heads be helpful?

 

First published 11 September 2020