Salary payment and calculation
Initial salary placement and progression is set out in SNCT Handbook
Generally salary is paid in 12 equal monthly installments. Where someone joins or leaves during the school year the method set out by SNCT for calculations of salary should be used by both your old and new Authority.
A full time teacher is employed for 195 days - 190 pupil days and 5 in-service. There are 40 days of paid leave with the rest of the holidays being deemed "closure days" with no payment. Payment is therefore calculated on a (195+40)=235 day basis with holiday pay being accrued at 40/195=0.2051 per day worked.
Therefore for a partial year, the first thing to do is count the number of days of the 195 you will actually work. For example, if your joining date is such that you will work 100 days of the 195 then your salary earned for the year will be roughly: Rolling up holiday pay into day rate = 100/195 X £salary point.
Exact SNCT calculation
= [Days worked + Accrued holiday leave]/235 X £salary point
= [100 + (100 X 0.2051)] / 235 X £salary point
Moving between Authorities can cause disruption to salary payment - ideally if holidays matched and you did 95 days in one and 100 days in a second Authority then your total salary would be the normal annual salary. However, there are a number of issues that disrupts the normal monthly salary.
Accrued Holiday pay
Upon leaving, your old employer should pay any accrued holiday pay and your new employer will only pay for holidays you accrue with them. At the extreme, suppose you joined a new authority on last day of term - your old employer would be paying 194/195 of salary including accrued holiday pay and your new employer just for 1/195 X £salary point or (1+0.2051)/235 X £salary point
The LNCT Joint Secretaries have been involved in Aberdeenshire method of calculation and the method is correct as per SNCT although individual errors may still occur. The following issues may impact yoru salary payments.
Mismatch holiday year and salary year.
SNCT defines salary year as 1st August to 31st July and leave year as 1st September to 31st August which can lead to problems. SNCT are looking to harmonise these since it means someone starting on 18th August is owed accrued leave at end of August before moving to new leave year!
Aberdeenshire simply uses the start of term in August for both salary and holiday year and pay retirees etc. to the last day of summer holidays. Leaving calculations are also done using the start of term so no-one loses out.
Different approaches in other Authorities may lead to some issues - in calculating accrued holiday pay for the year,the start of term should be used.
Mismatch in holiday
There are different holiday patterns throughout the 32 Local Authorities e.g. one week or two week October break, Aberdeen City take the September weekend and Aberdeenshrire does not and even within Aberdeenshire each CSN sets some "occasional days". That means when a teacher moves during the school year, they may end up working more than the standard 195 days or less.
In both cases, that should be reflected in the salary calculations of both Authorities (e.g. if you work 200 days then total salary would be 200/195 X £salary point or if you work 190 days in total then 190/195 X £salary point).
Aberdeenshire pay roll
Aberdeenshire's current payroll system works on a salary and holiday year of 1st January and 1/365th basis rather than the 1/235th basis for SNCT (the new system should use 1/235th).
That means if you joined on the last day before the summer holidays, the payroll system would be paying you full salary from that day, However, as set out above you would only have earned one day's salary and 0.2051 holiday pay. Therefore they are paying you money you have not earned for that school year.
The deductions letter that new joiners receive are not "deductions" per se - they are simply addressing the mismatch between the payroll system's incorrect calculation of what you would earn and the SNCT one of what you earn in that school year - it is the SNCT that is correct. This shortfall should, with above caveats, be compensated by the accrued holiday pay that you received from your least employer.
From start of term in August, you are into a new salary and leave year.