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The Review Body was asked to consider two issues: payment for teachers earning £21,000 or less, in the context of the two-year public sector pay freeze that will affect teachers from September 2011; and whether there should be a limit on the value of the discretionary payments that can be applied to head teachers' pay, and if so, what it should be and how it should be applied. The only teachers whose full-time equivalent pay is £21,000 or less are some of those on the unqualified teacher scale. The Department for Education proposed a non-consolidated payment of £250. The Review Body concludes that the non-consolidated payment of £250 in both years is appropriate for all full-time unqualified teachers, with pro-rata payments for those working part-time. Remuneration for head teachers is a crucial issue, and the Review Body concludes that the case has been made in principle for a limit to be put in place, and that effective governance is key to ensuring appropriate reward whilst maintaining proper oversight of public funds. There should be a 'base' Individual School Range (ISR) for a head teacher described in the School Teachers Pay and Conditions Document (STPCD). Any discretion above 'base' ISR pay must be clearly justified and should not exceed the limit of 25% above the individual's point on their 'base' ISR in any given year. The Department should redraft the STPCD to give effect to the recommendations and to draw together all existing discretions as they impact on head teachers.
The Review Body was asked to consider wide ranging changes to the teacher pay framework, focusing on three issues: market facing pay; more effectively linking pay progression and performance; and wider reforms to support the recruitment and retention of high quality teachers. The package of recommendations propose: (i) a pay framework that seeks to raise the status of the profession, support professional development and reward individuals in line with their contribution to improving pupil outcomes; (ii) greater autonomy for schools to set teachers pay, and (iii) recognised career stages for teachers alongside increased accountability for high professional standards and contribution to pupil progress. These changes are designed to encourage high calibre graduates and career changers to come into teaching and to help schools facing the greatest challenges. They are also intended to enable existing teachers to develop and improve their teaching skills. Among the key recommendations for change are: replacement of increments based on length of service by differentiated progression through the main scale to reward excellence and performance improvement; extension to all teachers of pay progression linked to annual appraisal (already established for senior teachers); abolition of mandatory pay points with the pay scales for classroom teachers to enable individual pay decisions but retaining present of points for reference only in the main scale to guide career expectations for entrants; retention of a broad national framework; local flexibility to pay salaries above the upper pay scale; more discretion in the use of allowances; a simplified pay and conditions document.
In this 22nd report the Review Body was asked to consider how to apply teachers' pay the Government's "average 1 percent" pay uplift policy which applies across the public sector. This remit follows a two year pay freeze and the Government has made clear there will be two further years of pay restraint for the public sector as a whole.In light of the Review Body's 21st report the Education Department published advice to schools on revising their approach to pay. September 2013 will be the last time annual pay increments will be awarded to teachers based on length of service. Thereafter schools will be free to make individual progression decisions based on appraisal with points retained for reference only on the main pay scale. The Department has said there was no additional funding for schools to cover the 2013 pay award. In the area of recruitment and retention the Body suggested there were some emerging areas of concern, including competitive pressures, especially in urban areas. The Review Body has given particular weight to the need for simplicity so schools can concentrate on preparing for implementation of proposals in the last report, and also the need to provide some underpinning support for the teacher labour market as a whole. They recommend an increase of 1 percent from September 2013
The Review Body's remit for 2012/13 continues to be constrained by the UK Government's and Devolved Administrations' public pay sector policies. The remit is narrowed to consideration of pay recommendations for NHS Agenda for Change (AfC) staff earning £21,000 or less and any cases presented regarding high cost area supplements (HCAS) and recruitment and retention premia (RRP). An uplift of £250 is recommended for AfC staff earning £21,000 or less. The Body also comments on general workforce issues in the NHS.
The Stationery Office annual catalogue 2011 provides a comprehensive source of bibliographic information on over 4900 Parliamentary, statutory and official publications - from the UK Parliament, the Northern Ireland Assembly, and many government departments and agencies - which were issued in 2011.
The NHS Pay Review Body was originally known as the Review Body for Nurses and Allied Health Professions (NAPRB) and was set up in 1983 to advise the Government on the pay of NHS nursing staff, midwives, health visitors, and the professions allied to medicine (PAMs). Following the introduction of Agenda for Change in late 2004, the Review Body's remit was extended to cover all allied health and health care science professions, pharmacists, optometrists, applied psychologists and psychotherapists, as well as clinical support workers and technicians supporting these groups. The Body's name was changed to Review Body for Nursing and Other Health Professions. In July 2007 the Review Body's remit was again extended, firstly to cover the remaining NHS staff not within its remit but who were nevertheless paid under the Agenda for Change pay system; and secondly to include staff working in Northern Ireland. The Body's name changed again, to the NHS Pay Review Body, to reflect the broader remit. In this report the Review Body recommends a pay increase of 2.75 per cent. There is evidence of declining levels of morale within the NHS and the Review Body is concerned that declining morale would have an adverse effect both on the NHS's ability to meet service delivery targets and on its ability to recruit and retain staff in the longer term. For these reasons, it is necessary that the figure recommended for the pay award is above that sought by the Health Departments. Individual chapters cover: recruitment and retention; high cost area supplements; morale, motivation and training; funds available to the Health Departments; pay and prices; level and structure of 2008-2009 pay recommendations.
Intercultural Arts Therapies Research: Issues and methodologies is the first overarching study on intercultural practice and research models in the arts therapies. It provides a new departure from traditional arts therapies education and research in that it focuses on research studies only. Written by international experts in the field, the book offers a selection of diverse research undertaken within four arts therapies modalities: art, dance, drama and music. Drawing on methodologies such as ethnography, phenomenology and case study research, chapters focus on cultural identity, the transposition of cultural practices to a different context, and the implications of different languages for arts therapies and disability culture. With reference to primary research, it aims to help practitioners and students to develop further research, by making the mechanics of the research process explicit and transparent. Intercultural Arts Therapies Research will appeal to arts therapists, psychological therapy practitioners, postgraduate students and other health and social care professionals. It will also be of interest to students, artists, teachers, social workers and those working for international aid agencies.
This volume will focus on a much need comparison of science teacher preparation from around the world. In recent times (last 5 years) much has been written and communicated both in the popular press and within the annals of research oriented publications about the performance of students international in math and science. Although not a new discussion or debate, many countries are held as exemplars in how they educate their youth and subsequently how they educate their teachers. Given this situation and given the fact that there is ample evidence to show that some countries youth perform better on tests such as the Program for International Student Assessment (PISA) and we know that teacher significantly contribute to the performance of students, it is time that we look at the specific attributes of teacher preparation worldwide. Although this volume will not look at every country that is in the comparator group for PISA and other measures, we have contacted over 18 potential authors in the same number of countries in which there is ample evidence to show successes regarding student performance and quality teacher preparation programs. The intent of the book is not just to report on the “success” of each nation. Rather the intent is to ask authors to take a critical look at the process by which science teachers are educated and share with the reader both the positive and negative aspects of such preparation programs. For all 15 contributed chapters, the editors have analyzed each and from this constructed from the “data” an analysis and report in a final chapter on the exemplary qualities from various nations and make specific recommendations regarding science teacher preparation for the global community.
By drawing on qualitative research conducted in universities in Cyprus, this book presents an account of life in the academy from a feminist perspective. In doing so, the texts uncover new gendered identities emerging as a result of neoliberal and postfeminist discourses in Higher Education. Adopting a psychosocial lens, and drawing on theories of affect and performativity, this volume explains academics’ responses to growing levels of stress, anxiety, precarity and competition in their professional environment. Chapters offer rich observation of how academic staff and faculty negotiate aspects of femininity and masculinity within the academy, and so highlights the performance of ‘gendered academic subjectivities’ as a way in which academics deal with increasing pressures and anxiety. Ultimately proposing a typography of emergent, affective identities including industry academics, fossilised, family and wannabe academics, the volume yields important insights into the current workings of Higher Education and shows the personal and professional impacts of neoliberal dynamics. This volume will prove to be a useful resource for researchers and high-level scholars in the fields of education, sociology of education and gender studies. More generally, scholars and academics with an interest in the changing face of contemporary Higher Education will find this book informative.