To inform Heads/Deputies about the
significant changes to Schools
Teachers Pay and Conditions
To support Schools in planning these
changes
Key changes in 2013 and 2014
What Schools need to do
Any questions
Headteachers, Deputy Headteachers and
Assistant Headteachers
TLR1 and TLR2 allowances
SEN allowances
Safeguarding of salary
Removal of fixed pay points for classroom teacher
pay grades
Performance related pay progression for all teachers
Temporary TLR (TLR3)
New criteria and local process for decision on UPS
New leading practitioner (LP) grade
Removal of AST & ET grades
No automatic “portability” between schools of pay
grade or salary point
Removal of three year limit on recruitment and
retention allowances
Four pay grades
Main Pay Scale Range
Upper Pay Scale Range
Leading Practitioner
Unqualified
Maximum and minimum – no specific points
Effective from September 2013
Any progression from September 2013 is based
on 2012 document
Pay Range
Minimum
Maximum
Main Pay Scale
£21,804
£31,868
Upper Pay Scale
£34,523
£37,124
Leading Practitioner
£37,863
£57,520
Unqualified
£15,976
£25,267
“A post whose primary purpose is to model and lead
improvement of teaching skills”
 Specific post in school staffing structure
 Paid on an individual post range within the new
Leading Practitioner pay range
 Different teachers in the same school may be placed on
different individual ranges
 Range overlaps with the Leadership range (up to L18)
 No national assessment for the role
 Expect national teacher standards to be used for local
assessment
Headteacher
Deputy Head(s)
Assistant Head(s)
Leading Practitioner(s)
Classroom Teachers
Main/Upper/Unqualified pay
ranges
TLR’s;SEN
 Any qualified teacher may apply to be paid on the
upper pay range
 An application from a qualified teacher will be
successful where:
The teacher is highly competent in all elements of the
relevant standards and
The teachers achievements and contribution to the school
are substantial and sustained
 The pay policy should set out the process for assessing
applicants
 Current post-threshold application process valid up to
31st October (round 13)
Schools may pay on UPR:
 Newly appointed teachers who meet the 2012
definition of ‘post threshold teacher’ and
 Teachers who were on UPR in another school
Schools must pay UPR on:
 Teachers who are already on UPR in the school,
 Existing teachers who are successful in their
threshold application under the 2012 STPCD,
 Teachers who were previously employed in the
school on the leadership spine or as AST or ET,
TLR1 and TLR2 unchanged (2013 Rates)
TLR 1 = £7,397 - £12,517
TLR2 = £2,561 - £6,259
Permanent associated with the post
New temporary TLR 3 (from Sept 2013)
For clearly time-limited school improvement
projects, or one-off externally driven
responsibilities
Annual value £505-£2,525
Fixed term must be established at the outset
The 3 year limit has been replaced by a
requirement for relevant bodies to conduct a
‘regular formal review’
Pay increase awarded on the main upper pay
range is permanent only while the teacher
remains employed at the school
Pay policies should set out how salary will be
determined on appointment after 1st
September 2013
Annual consideration of whether or not to
increase the salary of each teacher and by how
much
Decision must be related to the teacher’s
performance, as assessed through the school’s
appraisal arrangements
Recommendation on pay must be made in
writing as part of the teachers appraisal report,
and the governing body must have regard to this
recommendation in making their decision.
Increases may be differentiated, with the
amount of any increase attributable to the
performance of the individual teacher.
Continued good performance over a number
of years should give a classroom teacher a
reasonable expectation or progressing to the
top of the pay range
The school’s pay policy must set out clearly
how pay increases will be determined
School governing bodies must:
Adopt a policy that sets out:
The basis on which teachers’ pay is
determined; and the date by which the
teachers’ annual pay review will take place
Establish procedures for addressing teachers’
grievances in relation to their pay in
accordance with the Acas Code of Practice and
set out in the schools pay policy
Revise school pay and appraisal policies to
include:
Mechanisms and criteria for performance related
pay ready for Sept 2014
Determination of salary on appointment
Consider whether to create Leading
Practitioner post from Sept 2013
Consider use of TLR3s
 Carry out appraisal reviews for teachers against targets
set last autumn
 Make and approve pay recommendations in line with
current appraisal policy.
 Set targets which will allow objective assessment for
performance related pay in 2014
 Governing bodies – determine what provision should
be made in the school’s budget for discretionary pay
increases in 2014
 For any newly appointed teacher determine a statutory
salary in accordance with the schools pay policy
FROM SEPTEMBER 2014
SCHOOLS SHOULD
Carry out appraisal reviews and make and
approve performance related pay
recommendation in accordance with the
schools pay policy