• Influencing
  • Protecting
  • Campaigning

Advanced search

Pay in Maintained Schools in England

Contents

Links below lead to the appropriate section of the page

 


Teachers' Pay

Effective from 1 September 2015, the School Teachers' Pay and Conditions Document (STPCD) sets out the arrangements governing the pay of teachers in maintained schools which includes:

  • Main pay range
  • Upper pay range
  • Leading practitioner pay range
  • Unqualified teachers pay range
  • Leadership pay ranges
  • Allowances (including SEN allowances, Teaching and Learning Responsibility Payments, acting allowances)
  • Other payments (including recruitment and retention payments, safeguarding, salary sacrifice)

All schools may adopt their own Pay Policy. The NASUWT Model Pay Policy Checklist outlines essential provisions that should be incorporated into any revised pay policy.

A NASUWT Model pay Policy is also available to assist schools in securing policies that:

  • are fully consistent with all statutory requirements, including the provisions of the STPCD;
  • are non-bureaucratic and workload-friendly;
  • promote good industrial relations within the school;
  • enable sound financial planning and minimise the risk of increased costs to schools;
  • assist good personnel practice and personnel planning;
  • maintain a clear and demonstrable link between teachers' pay and performance;
  • minimise the potential for grievances, pay appeals, discrimination claims and other disputes;
  • encourage a collaborative working ethos within and between schools;
  • support the effective recruitment and retention of teachers and school leaders within the school and across the teaching profession.

The NASUWT produced a commentary on DfE advice on implementing your school's approach to pay in 2014. A version for 2015 will be available in August 2015.

The NASUWT is in dispute with the Secretary of State for Education over changes to teachers' pay. Further information is also available in support of the NASUWT industrial action.

Members needing further information or assistance in relation to pay arrangements in their school should contact their Local Association Secretary or Regional Centre .


Teachers' Pay Award 2015-16

The Secretary of State announced on 6 July that she has accepted the recommendations in the School Teachersʼ Review Bodyʼs (Review Body) 25th Report regarding the teachersʼ pay award for 2015-16. The Review Body recommended that:

‘A 1% uplift should be applied to the minima of all the pay ranges and allowances in the national pay framework (unqualified teachers’ pay range, main pay range, upper pay range, leading practitioner pay range and the leadership pay range, including the minima of the eight head teacher group ranges), the three levels of Teaching and Learning Responsibility (TLR) payments and the Special Educational Needs (SEN) allowance.

A 2% uplift should be applied to the maxima of the main pay range.

There should be no increase to the maxima of the leadership group pay range nor to the maxima of the eight head teacher group pay ranges.

An uplift of 1% should be applied to the maxima of all other pay ranges and allowances in the national pay framework (unqualified teachers’ pay range, upper pay range, leading practitioner pay range, the three levels of Teaching and Learning Responsibility (TLR) payments and the Special Educational Needs (SEN) allowance).’

The salaries for September 2015 in the 2014-2015 Salary Card in the Resources section include the recommended pay uplift to be applied from September 2015.

NASUWT members should read the Teachers’ Pay Award 2015-16 letter from the General Secretary, sent in July 2015 and must establish whether their school intends to pay, from 1 September, the minimum of 1% on all pay points and allowances and the 2% for all teachers on the maximum of the main pay range.

The NASUWT School Representative or contact in your school should obtain this information on behalf of all members. Where there is no NASUWT Representative, members will need to approach the headteacher themselves, making reference to the letter referred to above, sent by the NASUWT to chairs of governing bodies. A copy of the letter can be downloaded from the NASUWT website on www.nasuwt.org.uk/TeachersPay2015.

If your school declines to give this commitment then contact must be made immediately with the NASUWT on 03330 145550 or advice@mail.nasuwt.org.uk.

See the NASUWT Salary Card in the 'Resources' box on the right-hand side of the page further for details.


Pay Determination

The School Teachers’ Pay and Conditions Document requires that governing bodies agree the arrangements for pay determination and the extent to which such decisions will be delegated to others. It permits governing bodies to determine the form of the pay scales for classroom teachers within the national minimum and maximum of their pay ranges. The joint NASUWT Model Pay Policy provides for prescribed pay scales (spine points) between the statutory minimum and maximum on the Main Pay Range and the Upper Pay Range. The adoption of standardised pay scales is necessary to enable pay portability between schools.

Pay determinations for new appointees taking up posts after September 2014 should be taken in accordance with the school’s Pay Policy. The NASUWT Model Pay Policy Checklist outlines provisions that should be included in a school’s pay policy. 


Performance Management

The Coalition Government's current arrangements for performance management/appraisal and capability proceedings came into force from September 2012. 

The NASUWT Performance Management/Appraisal Policy Checklist sets out the essential provisions for inclusion in a school's performance management policy.

The NASUWT is in dispute over the Government's changes to the statutory framework for performance management and appraisal in schools. Further information about the NASUWT industrial action and guidance on classroom observation is also available.


Pay Progression

Pay progression for teachers is subject to the outcome of performance management/appraisal reviews.

The School Teachers' Pay and Conditions Document 2014 sets out the statutory provisions governing pay progression for teachers. School Pay Policies must set out the specific arrangements governing pay progression for all teachers (including the headteacher), including progression of teachers on the Main and Upper Pay Ranges and progression from the Main Pay Range to the Upper Pay Range.  

Applications for pay progression to the Upper Pay Range from September 2014, must be carried out in accordance with the provisions of the School Teachers’ Pay and Conditions Document (STPCD). The NASUWT has produced detailed advice on Performance Management

The NASUWT model policy is designed to be an ‘off-the-shelf’ model and conforms with the statutory requirements under the Education (School Teachers’ Appraisal) (England) Regulations 2012.

Pay progression decisions must be related to the teacher’s performance, as assessed through the school or authority’s appraisal arrangements in accordance with the 2012 Regulations.

The revised procedures affecting teachers’ pay progression took effect from September 2014. 


The School Teachers’ Review Body

The School Teachers’ Review Body (STRB) was established under the School Teachers’ Pay and Conditions Act 1991. The STRB undertakes independent review of matters referred to it by the Secretary of State for Education in relation to the pay, professional duties and conditions of employment of school teachers in England and Wales.

The Education Act 2002 gives the Secretary of State for Education the power to determine the pay and conditions of employment of teachers in maintained schools provided that any such matters are first referred formally to the STRB for consideration.

Before reporting on a matter referred to it, the STRB is required to consult stakeholders including trade unions. Before making a statutory order setting out the remuneration or conditions of employment, the Secretary of State is required to consult stakeholders.

STRB reports are published on the STRB website.

The latest remit letters issued by the Secretary of State for Education to the Review Body cover:

  • Local pay and pay flexibilities (21st Report)
  • Teachers’ pay award for 2013/14 (22nd Report)
  • Leadership pay, allowances and conditions of employment (23rd Report)

The NASUWT is committed to an independent pay review body mechanism and to the submission of detailed evidence to the Review Body.

The NASUWT has expressed serious concerns [see press release] that the STRB’s 21st Report would result in unlimited pay discretion and the end of a coherent national pay framework for teachers and that the Review Body has not acted consistently in response to the evidence submitted to it.


School Pay Policies

The School Teachers’ Pay and Conditions Document (STPCD) for England and Wales sets out the arrangements for teachers’ pay in maintained schools.

The STPCD provides for governing bodies/employers to exercise discretion on matters affecting pay determination for teachers (excluding headteachers, deputy headteachers and assistant headteachers), including in respect of teachers’ pay progression.

The main changes since 2013 include:

  • a Main Pay Range and removal of the mandatory main pay scale pay points;
  • an Upper Pay Range and removal of the mandatory upper pay scale pay points;
  • introduction of a Leading Practitioner Pay Range;
  • abolition of the Advanced Skills Teacher and Excellent Teacher pay ranges;
  • additional provision for schools to award TLR3 payments to teachers undertaking temporary/short term projects;
  • removal of the obligation on schools, when recruiting, to match a teacher’s existing salary;
  • Leadership Pay Ranges and removal of the mandatory leadership pay scale pay points.

Whilst the modifications to the STPCD increase the pay flexibilities available to schools, it does not require schools to change radically their existing pay policies or restrict governing bodies from applying pay policies that are consistent with the school’s existing practice.

Schools need to ensure that the arrangements for linking appraisal to pay are applied consistently, fairly and can be justified to avoid the risk of legal challenge. Inappropriate use of the additional flexibilities available to schools with regard to teachers’ pay determination could leave schools vulnerable to legal claims (e.g. on grounds of equal pay or discrimination). The NASUWT has published advice for school governing bodies on the implementation of the 2013 STPCD pay changes.

Maintained Schools are required to have a pay policy that should be reviewed annually in consultation with staff and trade unions. All the provisions of the NASUWT Model Pay Policy Checklist must be incorporated into any revised pay policy. The STPCD 2015 will be available in August 2015.


Family Friendly Rights

The NASUWT produces guidance for members with children on the provisions for Maternity, paternity, adoption and parental leave. The guidance also contains information on rights to time off for family and domestic reasons.

Advice on the legal requirements in assessing risks in relation to new and expectant mothers’ job activities is set out in the Health and Safety Executive booklet New and Expectant Mothers at Work (new window).

The NASUWT has also produced guidance on requesting Flexible working, and generally on Part-time work and job-share arrangements

There is a standard Salary Sacrifice Form on which employees can apply or express an interest.


Temporary workers and supply teachers

The NASUWT provides advice on the rights of Supply Teachers, Teachers who work on a temporary basis or fixed-term contracts and on the rights of Teachers working for employment agencies.


Tax

The NASUWT provides a brief outline of the various tax allowances which teachers are eligible to claim under UK legislation in the NASUWT's brief guide to tax for teachers and Supply Teachers: You and Your Tax.


Further information or assistance

NASUWT members needing further information or assistance should contact their Local Association Secretary or Regional Centre.