SCHOOL TEACHERS’ PAY
NUT GUIDANCE ON THE TEACHERS’
PAY STRUCTURE FOR 2014/15
This NUT guidance considers the statutory provisions governing teachers’ pay and sets
out NUT advice, in particular on the use of discretionary powers on pay, to help school
governors and head teachers treat all teachers fairly.
The Government is dismantling the national pay system for teachers by ending
prescribed pay scale points, extending PRP to all pay scales and implementing schoolbased pay determination. The first decisions on pay progression under the new
provisions will be taken for September 2014, based on appraisals at the end of the 201314 cycle. The outcome will be much greater inequality and discrimination in teachers’
pay, with pay progression decisions taken on the basis of factors outside teachers'
control, such as the school's funding position or simply whether or not a teacher’s face
fits. The NUT is working to ensure that, at school level, governing bodies do not
implement policies which threaten teachers’ existing pay entitlements.
The Government’s attack on teachers’ pay is the reason why the NUT continues its
campaign to stop the destruction of teachers’ national pay system, to say ‘no’ to a
pension age of 68 or higher, and to stop attacks on teachers’ working conditions.
Use this in conjunction with the joint NUT-NASUWT model school pay policy and school
pay policy checklist available from the NUT website at www.teachers.org.uk/pay. NUT
members can seek further advice from their NUT division or association or from their
NUT regional office or NUT Cymru.
The 2014 School Teachers’ Pay & Conditions Document can be found at:
https://www.gov.uk/government/publications/school-teachers-pay-and-conditions-2014
The DfE’s advice to schools on pay progression issues can be found at:
https://www.gov.uk/government/publications/reviewing-and-revising-school-teacherspay
SECTION 1 - PAY POLICIES AND PAY PROCEDURES
The School Teachers’ Pay and Conditions Document (STPCD), published annually,
contains statutory provisions on teachers’ pay which are binding on governing bodies and head
teachers and statutory guidance to which they must ‘have regard’ when taking decisions.
The STPCD requires every governing body to have a written school pay policy, setting out the
decision-making structure for all pay decisions, including annual pay assessments,
discretionary decisions and appeals procedures, the pay scales for teachers and the criteria to
be applied in taking decisions on pay. DfE advice states that all decisions should be taken in
accordance with the pay policy, which should be reviewed annually (in consultation with
teachers and union representatives) and kept up to date. The school pay policy should also
affirm the governing body’s commitment to fairness, openness, consultation and accountability
and the NUT model pay policy includes some useful statements for this purpose.
Governing bodies can delegate responsibility for pay decisions (eg pay progression or starting
pay) to governing body committees. The NUT supports this practice and a model remit for a
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governing body Pay Committee is attached as Appendix One. The NUT does not support
delegation of responsibility for pay decisions to head teachers alone.
The STPCD requires governing bodies to undertake pay assessments for all qualified teachers
with effect from 1 September each year and where appropriate consider pay progression for the
previous year of service. The 2014 STPCD defines a year of service as a period of 12 months
starting on 1st September unless the school’s academic year begins in August in which case it
means a period of 12 months starting on 1 August. Each teacher should receive an annual
statement setting out their entitlement comprising basic pay and any allowances or
safeguarding payable. Although assessments will usually take place after 1 September each
year, any pay increase will take effect from 1 September.
Where teachers have queries or concerns about pay decisions, NUT representatives
should refer them to the NUT division or association or to the appropriate NUT office for
advice and assistance.
SECTION 2: CLASSROOM TEACHERS’ PAY
Teachers who are not head teachers, deputy or assistant head teachers or leading practitioners
are generally referred to as ‘classroom teachers’.
The STPCD provides two pay ranges for classroom teachers, the Main Pay Range and Upper
Pay Range, and also provides for additional payments for a number of reasons including in
particular for additional responsibilities. Since 1 September 2013, there are no mandatory fixed
pay points, just minimum and maximum values for the Main and Upper Pay Ranges. Governing
bodies are responsible for determining the value of any scale points and the school’s
progression criteria.
2.1
MAIN PAY RANGE
Since September 2013, a Main Pay Range has replaced the former 6-point Main Pay Scale.
Only minimum and maximum values for payments on that Range are specified (equal to
previous points M1 and M6). There are no other mandatory prescribed points and schools are
able to determine the number and value of any scale points, how teachers progress and by how
much. The NUT believes schools should retain a 6-point Main Pay Range. Recommended
values for the Main Pay Range for 2014-15 appear in Appendix 2.
Provisions concerning the longstanding right to ‘portability’ of existing pay rights have been
removed. If teachers moved school or took a break, they were previously entitled to be paid on
at least the same pay point as before. Schools now have the discretion to pay teachers at any
specified pay point. The NUT believes that schools should adopt pay portability and provisions
for this appear in the NUT-NASUWT model pay policy.
Provisions determining how points should be awarded for other teaching and non-teaching
experience have been removed. Classroom teachers on the Main Pay Range were previously
entitled to one experience point for each year of employment as a teacher in a maintained
school in England and Wales with a discretionary power to allocate points in other
circumstances.
Governing bodies still have a discretionary power to allocate additional scale points for other
teaching employment, such as teaching in independent schools, academies, sixth form and FE
colleges or teaching overseas; or other paid or unpaid non-teaching experience. The NUT
supports allocating one discretionary point on the recommended 6 point scale for every one
year of teaching employment and one point for every three years of relevant non-teaching
experience. In all cases the pay policy should set out the governing body’s criteria for allocating
discretionary experience points.
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The NUT believes that all employers should employ newly qualified teachers (NQTs) on
permanent rather than temporary or fixed-term contracts. A permanent contract is in the best
interests of the NQT and also in the long-term interest of the school.
2.2
UPPER PAY RANGE
Since 1 September 2013, an Upper Pay Range has replaced the former 3-point Upper Pay
Scale. Only minimum and maximum values (equal to previous points U1 and U3) are specified.
There are no longer mandatory points and schools are able to add more points in between if
they choose. The NUT believes schools should retain a 3-point Upper Pay Range.
Recommended values for the Upper Pay Range for 2014-15 appear in Appendix 2.
Teachers’ entitlement to be paid on the UPR is no longer permanent. All teachers paid on the
Upper Pay Range are only guaranteed continuing payment on that Range while they continue
to be employed in that same school though schools have the discretion to appoint new teachers
who had been paid on the UPR at their previous school to the Upper Pay Range at the new
school. Teachers progressing from the Main Pay Range to the Upper Pay Range will be paid at
a point on the Upper Pay Range in line with the provisions of the school’s pay policy.
2.3
PAY PROGRESSION
Detailed NUT guidance on pay progression for September 2014 is available on the NUT
website at www.teachers.org.uk
Progression on the Main Pay Range and Upper Pay Range is, from September 2014, based on
a single set of common provisions. Decisions must be related to teacher performance and
based therefore on appraisal - a written recommendation on pay must accompany a teacher's
appraisal report.
Governing bodies will decide whether to increase the pay for teachers on the Main and Upper
Pay Ranges based on appraisal and, if so, by how much - although progression on the Upper
Pay Range will be allowed every year rather than every two years in future.
The governing body will determine the criteria for taking decisions on teacher pay progression
subject only to broad requirements in the STPCD (see below). That might mean, for example,
that NQTs pass their induction but discover that they are still not allowed to progress up the
Main Pay Range. Even if a teacher meets all the agreed objectives, they could find that their
pay progression is still withheld, even in the absence of capability proceedings.
The STPCD requires that continued good performance should give a classroom teacher “an
expectation of progression to the top of their respective pay range” (para 19.2 (e), Part 3, 2014
STPCD). Paragraph 19.2(e) of the 2014 STPCD states: “continued good performance as
defined by an individual school’s pay policy should give a classroom or unqualified teacher an
expectation of progression to the top of their respective pay range”. Paragraph 19.3 states:
“The relevant body must set out clearly in the school’s pay policy how pay progression will be
determined ..”.
Pay increases must be clearly attributable to the performance of the individual teacher (para
19.2(d)). This does not, however, mean that schools cannot adopt fixed pay scales.
Within these parameters, the school pay policy should set out clearly how pay increases are
determined. Relevant bodies must have regard to the pay policy and the teacher's post within
its staffing structure in making pay decisions.
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There is no requirement for teachers to apply for pay progression. Governing bodies are
required to carry out pay assessments and cannot impose any requirement to complete
application forms or refuse progression where teachers decline to do so. There should be no
restrictions on pay progression on the basis of funding.
The NUT-NASUWT model pay policy contains model provisions on pay progression
which schools are asked to adopt. The NUT advises that teachers should be awarded
pay progression on the MPR following a successful appraisal review and be awarded
progression on the UPR following two successful reviews. Reviews should be deemed
successful unless significant concerns about standards of performance were raised in
writing with the teacher concerned during the annual appraisal cycle and have not been
sufficiently addressed through support provided by the school by the conclusion of that
process.
2.4
MOVEMENT TO THE UPPER PAY RANGE: “THRESHOLD ASSESSMENT”
Detailed NUT guidance on “threshold assessment” and on completing applications is
available on the NUT website at www.teachers.org.uk
From September 2013 onwards, any qualified teacher on the Main Pay Range can apply to be
paid on the Upper Pay Range, not just those on the top of the Main Pay Range.
Paragraph 15.2 of the 2014 STPCD provides that for an application to be successful, the
relevant body must be satisfied that the teacher is: “highly competent in all elements of the
relevant standards; and that the teacher’s achievements and contribution to an education
setting or settings are substantial and sustained”. Teachers who apply successfully to be paid
on the Upper Pay Range will be then paid at a rate on the range decided by the school.
Applications for threshold assessment continue to be voluntary. Head teachers are required to
consider applications against the statutory requirements set out in the STPCD, criteria set by
the governing body and the outcomes of appraisal1. The school governing body determines the
deadline for receipt of applications and who can apply for an assessment. These should be set
out clearly in the school pay policy.
In recent years many eligible teachers have not applied despite the fact that the success rate
has remained above 90 per cent. The NUT encourages all eligible teachers to apply for
threshold assessment.
2.5
TEACHING AND LEARNING RESPONSIBILITY (TLR) PAYMENTS
Detailed NUT guidance on TLR payments is available on the NUT website at
www.teachers.org.uk
TLR payments reward additional leadership and management responsibilities undertaken by
classroom teachers. Governing bodies determine the overall number of TLR payments
available in the school and the levels and values of those payments.
The STPCD provides three payment bands, TLR1, TLR2 and TLR3 bands, which govern the
values of TLR payments. Governing bodies can establish more than one level of TLR payment
1
New arrangements for gaining access to the UPR came into effect on 1 Sept 2013. The arrangements
apply to teachers in England and Wales irrespective of whether they are subject to the 2011 or 2012
regulations or neither. Relevant bodies must assess any application and make a determination in line
with the school’s pay policy, on whether a teacher meets the statutory criteria as set out in the 2014
STPCD at para. 15.2. Any decision made under para 15 of the STPCD applies only to employment in
that same school.
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within each TLR band as well as the value of TLR payments at each level. There is no longer
any prescribed minimum differential between each level of TLR payment in a school.
The STPCD sets out criteria for TLR payments. In order to qualify for any TLR payment,
teachers must undertake a “significant responsibility … not required of all classroom teachers”
in relation to the leadership and management of teaching and learning. In order to qualify for a
TLR1 (higher band) payment, teachers’ duties must include in addition “line management
responsibility for a significant number of people”. TLR3 payments must be time-limited
payments for “clearly time-limited school improvement projects, or one-off externally driven
responsibilities”.
TLR payments are payable for different purposes and under different criteria to SEN
allowances and recruitment/retention payments. Some teachers may be eligible to receive TLR
payments and also SEN allowances and recruitment/retention payments.
TLR1 and TLR2 Payments
TLR1 and TLR2 payments should be set out in the school staffing structure, which should be
published as part of the school pay policy and should indicate those posts carrying TLR1 and
TLR2 payments and the values of such payments. TLR1 and TLR2 payments should be
allocated on a permanent basis, so that teachers continue to receive the payments unless they
leave the school or responsibilities are reorganised. TLR1 and TLR2 payments should not be
allocated on a temporary basis other than in circumstances such as cover for sickness,
maternity or secondment or pending a permanent appointment.
Although a teacher cannot hold more than one TLR1 or TLR 2 payment, it is possible for a post
carrying a TLR payment to involve a single job description comprising several different areas of
significant responsibility. Teachers can however receive one or more TLR3 payments in
addition to a TLR1 or TLR2 payment
The values of the bands and individual TLR payments are usually increased in line with the
general increase in pay scales. For 2014/15, the lower band, TLR2, is set at £2,587 to £6,322,
while the higher band, TLR1, is set at £7,471 to £12,643.
The NUT recommends that governing bodies adopt the following structure for TLR payments
which reflects the former five level structure of Management Allowances. The values below are
recommended for 2014/15 and are reviewed appropriately each year.
TLR2a
TLR2b
£2,587
£4,316
TLR1a
TLR1b
TLR1c
£7,471
£9,754
£12,643
Governing bodies should then determine the level of the TLR payments for individual posts, as
appropriate to the duties and responsibilities of those posts, using these prescribed levels and
values. The NUT does not offer further detailed guidance on this matter since the levels of
additional responsibility held by teachers in such posts can vary, both within and between
schools, even where the subject area or the number of staff managed is the same.
TLR3 Payments
The value of TLR payments can be between £511 and £2,551. The duration of the payments
must be established at the outset. These must be for “clearly time-limited school improvement
projects or one-off externally driven responsibilities” (2014 STPCD, para 20.3). There should be
clear criteria for the award, level and duration of these payments. The NUT believes there
should also be full consultation and agreement with union representatives before any decisions
are made to make such payments.
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Other Matters
Part time teachers may share the duties of a post of additional responsibility. This is best
achieved by a formal job share arrangement setting out the division of responsibilities and
division of the TLR payment. Where one of the job share partners undertakes a larger part of
the additional responsibilities, the TLR payment should be allocated accordingly.
The 2014 STPCD makes clear at para 43.1 that the pro-rata principle does not apply to TLR3
payments awarded to part-time teachers so that part time teachers can receive the full value of
a TLR3 payment where they undertake the full responsibility for which the payment is made.
Pastoral responsibilities may continue to be rewarded by TLR payments as these fulfil the
criterion relating to “leading and managing pupil development across the curriculum”. Teachers
with pastoral responsibilities should therefore receive appropriate TLR payments for that work.
2.6
SPECIAL EDUCATIONAL NEEDS ALLOWANCES
The STPCD provides that teachers may receive Special Educational Needs allowances in
respect of certain work with children with special needs.
From September 2010, an SEN Allowance range has replaced the previous two separate SEN
allowances. Payments must be made to teachers in special schools or in SEN posts requiring a
mandatory SEN qualification and to teachers teaching pupils with SEN in designated special
classes/units or LA services/units. Payments must also be made to teachers in mainstream
schools or PRUs where the setting is “analogous to a designated special class or unit” and the
post meets specified criteria referring to substantial direct work with children with SEN beyond
that normally required of teachers in the school or service/unit.
Where an SEN allowance is to be paid, its value is determined by the governing body, taking
into account the structure of the school’s SEN provision; any qualifications and expertise
relevant to the post; and the relative demands of the post. The STPCD advises that a teacher
who teaches a special class for which a mandatory qualification is required and who also has
considerable experience and expertise, would be more likely to be paid towards the top end of
the range. The STPCD statutory guidance makes it clear that SEN allowances can be held at
the same time as TLRs.
The NUT advises that teachers who meet the statutory criteria should receive an SEN
allowance at least equal to the minimum of the SEN range (£2,043); and that teachers who
have two or more years’ experience in the role or in a similar role in a predecessor school or
service should receive a higher SEN allowance equal to the maximum of the SEN range
(£4,034).
SECTION 3: LEADERSHIP TEACHERS’ PAY
Detailed NUT guidance on leadership teachers’ pay is available on the NUT website at
www.teachers.org.uk
3.1
LEADERSHIP POSTS AND PAY RANGES
The leadership pay framework has changed from September 2014 as a result of the Secretary
of State's acceptance of recommendations made by the STRB in its 23rd Report (February
2014). Under the new framework, the existing 43 point leadership pay spine has been
abolished in favour of greater "flexibility" in setting individual pay ranges.
The new provisions on setting pay ranges will apply when new appointments are made and
when existing post holders' responsibilities change; otherwise, existing pay scales can remain
in place. There is no requirement to re-assess the pay of existing head teachers or other
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schools leaders in September 2014. As noted earlier, the new provisions on individual pay
ranges apply automatically only to new appointments or to existing posts following
restructuring. The NUT does not wish any restructuring of school leadership groups to take
place simply because these new pay arrangements have been put in place. In order to avoid
further disruption to school staffing structures, the NUT advises that governing bodies should
only re-assess the pay of existing school leaders in cases of significant changes to
responsibilities.
From 1 September 2014, the 43 point leadership pay spine has been removed from the STPCD
and replaced by a "leadership pay range" (the minimum and maximum of the range are
expected to coincide with the minimum and maximum of the previous spine, uprated in line with
any September 2014 pay increase). Individual pay ranges for head teachers and for deputy
and assistant head teachers will be determined by the governing body and may be of whatever
length the governing body deems appropriate and may or may not include fixed scale points.
Schools will continue to be placed into one of seven school groups according to the age and
number of pupils. The individual pay range for head teachers should be set within the overall
leadership pay range and within the upper and lower limits of a broad pay range for schools in
that school group. The individual pay range for deputy and assistant head teachers may be
located anywhere within the overall leadership pay range (subject to certain provisions on
differentials - see below).
Individual pay ranges for head teachers and for deputy and assistant head teachers may be of
whatever length the governing body deems appropriate and may or may not include fixed scale
points. The previous provisions requiring seven and five point pay scales respectively have
been removed.
When determining an individual pay range, the governing body should take into account “all of
the permanent responsibilities of the role, any challenges specific to the role and all other
relevant considerations”. For that reason, the provision for additional discretionary payments to
head teachers has been restricted (see below). The governing body should also allow
appropriate scope within the individual pay range for performance based pay progression.
As noted above, these new provisions for determining individual pay ranges will only apply
automatically to new appointments or to existing posts following restructuring or changes to
responsibilities. There is no automatic requirement to re-assess the pay of existing head
teachers or other school leaders in September 2014.
DfE advice for schools sets out a three-stage process for governing bodies to follow in setting
the pay for head teachers and other leadership group teachers.
Leadership teachers can be allocated recruitment and retention allowances and payments for
involvement in CPD, ITE and out of hours learning activity. Additional provisions give guidance
on payments in circumstances where head teachers have charge of more than one school, on
a permanent or acting basis, or take on additional responsibilities outside the school.
The NUT believes that decisions on leadership pay should be taken as part of a “whole school”
approach to pay within the statutory requirements set out above.
3.2
PAY PROGRESSION FOR LEADERSHIP TEACHERS
The new provisions for pay progression for leadership teachers apply to pay decisions for all
leadership teachers for September 2014, even though they were in not in place when appraisal
objectives were set for the 2013-14 appraisal year.
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The STPCD continues to require governing bodies to undertake pay assessments each year for
all qualified teachers, including leadership teachers. As with other teachers, there is no
requirement for leadership teachers to apply for progression within their pay ranges.
Assessments should be carried out as at 1 September each year and progression is a
permanent entitlement while the teacher remains in the same post.
Previous STPCDs required that, before any decision on pay progression for leadership
teachers was taken, there must first be a review of the teacher’s performance. Prescribed
criteria for progression required that the teacher’s achievements and contribution to the current
school or schools at which the teacher had previously worked must have been of ‘sustained
high quality’ taking account of the performance objectives. The governing body was required to
‘have regard’ to the appraisal reviewer’s pay recommendation and the provisions of the
STPCD, statutory guidance and pay policy. In the case of the head teacher, the governors
responsible for her/his appraisal review provided the pay recommendation.
The 2014 STPCD, however, provides that governing bodies determine the criteria for pay
progression. While decisions must be related to performance, the former statutory criteria no
longer apply. Instead, the school pay policy should set out the precise criteria for pay
progression for leadership teachers, subject to an expectation that “sustained high quality of
performance … should give the individual an expectation of progression”. The governing body
remains required to “have regard” to the appraisal reviewer’s pay recommendation and the
provisions of the STPCD, statutory guidance and pay policy. In the case of the head teacher,
the governors responsible for her/his performance review continue to provide the pay
recommendation. The governing body also determines the level of any pay increase.
The NUT believes that decisions on pay progression should again form part of a ”whole school”
approach to pay policy. The NUT’s detailed advice considers the standards necessary to
secure progression makes it clear that leadership teachers may meet the necessary standards
without having had to meet all appraisal targets in full. Decisions not to allocate pay progression
should not preclude the review of pay for other reasons such as increases in responsibilities.
3.3
DISCRETIONARY PAYMENTS FOR HEAD TEACHERS
The 2014 STPCD permits discretionary payments only for “clearly temporary [additional]
responsibilities or duties” which have not previously been taken into account in setting the
individual pay range. These payments are limited to 25 per cent of pay other than in "wholly
exceptional circumstances" (excluding payments for residential duties or for relocation
purposes). Governing bodies are required to document decisions clearly and also ensure they
have oversight of all contractual arrangements and income streams applying to head teachers.
Head teachers already in receipt of discretionary payments which would not be payable under
the new provisions should continue to receive them until their individual pay range is
reassessed (ie they move post or their role changes significantly).
The NUT supports the system of discretionary payments which are additional to basic pay
provided that they are payable in defined and limited circumstances and for legitimate
purposes. Where governing bodies wish to make such payments, they should carefully follow
the statutory provisions and be cautious in determining that payments are justified and are of
appropriate value.
SECTION 4: LEADING PRACTITIONERS
The Leading Practitioners Pay Range designation applies to teaching posts "whose primary
purpose is to model and lead improvement of teaching skills", effectively replacing the
abolished AST and ET grades which were discontinued on 31 August 2013.
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Schools are able to use the new Leading Practitioners range to create posts with similar roles
similar to AST and ET posts. There are no national criteria for appointment to this range and no
requirement that such posts should include outreach work. There are only minimum and
maximum values for such points. Schools have the discretion to set individual post ranges for
such teachers though must have regard to the challenge and demands of the post and internal
pay relativities (see para 16 of Section 2 and paras 33-36 of Section 3, 2014 STPCD). (Leading
Practitioners are not subject to working time provisions).
Progression on the new Leading Practitioners Pay Range is based on the same system as for
the Main and Upper Pay Ranges.
Safeguarding payments to those formerly employed as ASTs or as ETs must continue to be
paid under the terms of the 2012 STPCD (see para 38.2 of the 2014 STPCD). The NUT
believes that ASTs and ETs should have been assimilated on to the Leading Practitioners Pay
Range at a salary no less than their AST/ET salary. Safeguarding arrangements apply if they
are not so assimilated and instead move to lower paid posts.
SECTION 5: OTHER PAYMENTS
5.1
RECRUITMENT AND RETENTION PAYMENTS
The STPCD provides that governing bodies may make “such payments … as they consider
necessary” to any teachers, including leadership teachers, for recruitment and retention
purposes. Any such payments may be made either as a one-off payment or for a fixed period.
The previous three year limit on recruitment and retention payments (which can currently be
renewed as retention payments in "exceptional circumstances") has been replaced by a
requirement for relevant bodies to conduct a "regular formal review" of such awards including
the expected duration of such awards and the review date after which they can be withdrawn.
The NUT opposes such payments in principle but recognises that some governing bodies may
wish to use them in response to local recruitment and retention difficulties. In such cases,
payments should be made only according to clearly defined criteria set out in the school pay
policy. Such payments may, however, justifiably be used to avoid pay losses for teachers who
would lose pay due to the end of safeguarding as this would help retention of teachers who
might otherwise seek employment elsewhere.
5.2
ADDITIONAL PAYMENTS: CPD, OUT OF SCHOOL HOURS LEARNING & ITT
The STPCD permits governing bodies to make such payments as they see fit to any teachers,
including leadership teachers, in respect of continuing professional development (CPD)
undertaken outside the school day, out-of-school-hours learning activities and initial teacher
training (ITT) activities. For full-time classroom teachers, payment can only be made for
activities undertaken outside directed time.
The STPCD statutory guidance advises that appropriate levels of payment and circumstances
in which payments will be made should be set out in the school pay policy, which should be
reviewed annually.
The NUT emphasises that participation in such activities is entirely voluntary for classroom
teachers. There should be no pressure, direct or indirect, to become involved. The STPCD
statutory guidance states that “participation in CPD outside of directed time is voluntary and
cannot be directed.” DfES Circular 0668/2002 went further in stating that “Full-time teachers
cannot be required to undertake CPD outside their directed time and part-time teachers cannot
be required to undertake CPD outside the time when they are normally employed to teach.”
DfES Circular 0668/2002 also made clear that “Teachers' involvement in out-of-school hours
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learning activity is entirely voluntary”. With regard to payments for ITT activities, the STPCD
statutory guidance advises that “teachers undertaking school-based ITT activities do so on an
entirely voluntary basis” unless they are Leading Practitioners who may be required to carry out
that duty.
The NUT believes that all teachers, including head teachers, who undertake such activities
should receive additional payment at a daily or hourly rate calculated with reference to the
teacher’s actual pay spine position or, where appropriate, at a higher level reflecting the
responsibility and size of commitment.
5.3
ACTING ALLOWANCES
The STPCD provides that, where a teacher carries out the duties of head teacher, deputy head
teacher or assistant head teacher on a temporary basis, the governing body must consider
within four weeks of the commencement of those duties whether the teacher should be paid an
acting allowance as a separate addition to normal pay.2
Decisions on whether an acting allowance should be paid, and from what date, are at the
discretion of the governing body. While they are paid acting allowances, teachers are subject
to the conditions of service of the posts in which they are acting up.
The NUT advises that acting allowances should be paid in all cases, backdated to the day the
teachers assumed these duties. No pressure, direct or indirect, should however be placed on
teachers to act up where the decision to agree to act up is voluntary on their part.
SECTION 6: PART-TIME TEACHERS
Detailed NUT guidance for part time teachers on pay and conditions is available on the
NUT website at www.teachers.org.uk
The STPCD provides that part-time teachers’ pay scale position should be calculated on the
same basis as if they were employed full time. They should then be paid on a pro rata basis
according to the proportion of the ‘school timetabled teaching week’ for which they are
employed. Part-time teachers are entitled to pay progression and to receive TLR payments,
SEN allowances and recruitment and retention payments on the same basis as full-time
teachers. All part time teachers should consult the NUT’s separate guidance in order to ensure
fairness in terms of pay and working time.
SECTION 7: SUPPLY TEACHERS
7.1
SUPPLY TEACHERS EMPLOYED BY LAs & GOVERNING BODIES
Supply teachers employed directly by the local authority or governing body are subject to the
provisions of the STPCD. Their pay spine position must be assessed on the same basis as for
full-time teachers. They are entitled to pay progression on the same basis as classroom
teachers in regular employment.
They receive 1/195 of the appropriate annual pay rate for each day of employment. Pay for
employment of less than a day is to be calculated on a “pro rata” basis. The DfE has previously
suggested that hourly pay should be based on a day of 6.48 hours (1265/195) or the total
length of the school’s pupil day, while the NUT advises an hourly rate of 1/950 of the annual
pay rate.
2
This provision does not apply where the teacher is formally appointed on a temporary basis as an
acting head or acting deputy head In such cases, teachers should be appointed to the leadership pay
spine on the usual basis for such posts for the duration of their acting appointment.
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7.2
11
SUPPLY TEACHERS EMPLOYED VIA AGENCIES
The pay of supply teachers employed via agencies is not automatically subject to the provisions
of the STPCD. Their pay is determined by the agency concerned, which can choose to apply
the provisions of the STPCD or its own pay provisions.
SECTION 8: UNQUALIFIED TEACHERS & QTLS TEACHERS
8.1
UNQUALIFIED TEACHERS
Since September 2013, an unqualified teacher pay range has replaced the previous 6-point
scale, with the minimum and maximum equal to the lowest and highest points of that scale.
Governing bodies can determine the salary they pay the unqualified teacher and the number
and value of pay scale points within the pay range.
Governing bodies may determine the starting point for newly appointed unqualified teachers by
reference to any experience they deem to be relevant. Pay progression is based on the same
system for the Main and Upper Pay Range. Teachers’ pay entitlements on the unqualified
teachers scale are permanent, whether they remain in the same posts or take up new posts. As
indicated earlier, provisions concerning the longstanding right to ‘portability’ of existing pay
rights have, however, been removed and teachers, if they move school or took a break, are no
longer automatically entitled to be paid on at least the same pay point as before.
Governing bodies have a discretionary power to pay unqualified teachers on an employmentbased route to QTS as qualified teachers or on the unqualified teachers’ range. The NUT
supports payment of such teachers as qualified teachers. All other unqualified teachers must
be paid on the unqualified teachers range.
Unqualified teachers are not eligible for TLR payments or SEN allowances but can be allocated
additional responsibility allowances at the governing body’s discretion. They can be allocated
recruitment and retention allowances and payments for involvement in CPD, ITE and out of
hours learning activity. An unqualified teacher becoming qualified must be paid at least on the
next point on the Main Pay Range above the sum of that teacher’s unqualified pay including
any allowance paid.
8.2
QUALIFIED TEACHER LEARNING AND SKILLS STATUS TEACHERS
From 1 April 2012, teachers from further education with Qualified Teacher Learning and Skills
(QTLS) status are recognised as qualified teachers in schools without the need to apply to the
Teaching Agency for qualified teacher status (QTS). From the same date, qualified teachers
from the USA, Canada, Australia and New Zealand will be able to apply for QTS without first
undertaking the Overseas Trained Teacher Programme (OTTP or some other route to QTS).
Both QTLS holders and qualifying OTTs are entitled to the same pay and conditions as UK
qualified school teachers. This means that in maintained schools, the STPCD provisions for
qualified teachers will apply to them (academies and non-maintained schools must apply the
same pay structure and conditions to all qualified teachers to avoid discrimination).
SECTION 9: PAY IN LONDON AND THE FRINGE AREA
There are separate and higher pay scales for the Inner London, Outer London and Fringe areas
in place of separate additional area allowances.
The Inner London area comprises Barking & Dagenham; Brent; Camden; City of London;
Ealing; Greenwich; Hackney; Hammersmith & Fulham; Haringey; Islington; Kensington &
Chelsea; Lambeth; Lewisham; Merton; Newham; Southwark; Tower Hamlets; Wandsworth; and
SCHOOL TEACHERS’ PAY - NUT GUIDANCE FOR 2014/15
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Westminster. The Inner London differential varies from approximately £4,900 to £5,400 on
Main Scale to over £8,000 on Upper Scale.
The Outer London area comprises all the other London authorities excluding those above. The
Outer London differential varies from approximately £3,500-£3,700.
The Fringe Area comprises the following areas: Bracknell Forest, Slough, Windsor &
Maidenhead in Berkshire; South Bucks and Chiltern in Buckinghamshire; Basildon, Brentwood,
Epping Forest, Harlow and Thurrock in Essex; Broxbourne, Dacorum, East Herts, Hertsmere,
St Albans, Three Rivers, Watford and Welwyn Hatfield in Hertfordshire; Dartford and
Sevenoaks in Kent; the whole of Surrey; and Crawley in West Sussex. The Fringe Area
differential is just over £1,000.
SECTION 10: PAY APPEALS
The STPCD requires that the governing body should establish, as part of the school’s pay
policy, procedures to deal with teachers’ grievances in relation to their pay. DfE advice to
schools covers the issue of managing pay appeals in more detail including a model appeals
procedure. Procedures for appeals against pay decisions established by schools must meet the
requirements of employment law.
SECTION 11: PAY SAFEGUARDING
Detailed NUT advice on pay safeguarding is available on the NUT website at
www.teachers.org.uk/pay
The STPCD contains provisions for teachers to receive “pay safeguarding” where they suffer
pay losses in a range of different circumstances, including where they have lost their previous
posts as a result of closure or amalgamation of their previous school or as a result of internal
reorganisation in their school.
Safeguarding arrangements now operate on the basis of a maximum period of three years’ pay
protection. The exception is for safeguarding in place before 1 January 2006 which continues
as a permanent entitlement. Safeguarding may in some circumstances end earlier than the
three year period and teachers entitled to safeguarding in excess of £500 may be required to
undertake additional responsibilities “commensurate with the safeguarded sum” during the
period of safeguarding.
The separate NUT guidance on safeguarding gives advice on the various different categories of
pay safeguarding, explains them in detail and gives examples to illustrate how safeguarding
works in practice.
NUT
Advice, Policy and Campaigns Dept.
Pay, Conditions & Bargaining Section
September 2014
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APPENDIX ONE
MODEL REMIT FOR GOVERNING BODY PAY COMMITTEE
The Pay Committee will comprise at least three governors. All governors, including those
employed at the school, will be eligible for membership of the Pay Committee and will be
eligible to take part in any discussions relating to pay policy (but not decisions on the pay of
individuals) provided that their interest is no greater than that of the generality of employees at
the school.
Establishment of the Policy
The Pay Committee is responsible for:

establishing the policy, in consultation with the head teacher, staff and trade union
representatives, and submitting it to the governing body for approval.
The Governing Body is responsible for:

formal approval of the policy.
Monitoring and Review of the Policy
The Pay Committee is responsible for:

considering an annual report, including statistical information, on decisions taken in
accordance with the terms of the policy;

reviewing the policy annually, in consultation with the head teacher, staff and trade
union representatives; and submitting it to the governing body for approval.
Application of the Policy
The head teacher is responsible for:

ensuring that pay recommendations for the deputy and assistant head teacher(s),
classroom teachers and support staff are made and submitted to the Pay Committee in
accordance with the terms of the policy;

advising the Pay Committee on its decisions; and

ensuring that staff are informed of the outcome of decisions of the Pay Committee and
of the right of appeal.
The Pay Committee is responsible for:

taking decisions regarding the pay of the deputy and assistant head teacher(s),
classroom teachers and support staff following consideration of the recommendations of
pay reviewers and the advice of the head teacher;

taking decisions regarding the pay of the head teacher following consideration of the
recommendations of the governors responsible for the head teacher’s performance
review;

submitting reports of these decisions to the governing body; and

ensuring that the head teacher is informed of the outcome of the decision of the Pay
Committee and of the right of appeal.
The Appeals Committee of the governing body is responsible for:

taking decisions on appeals against the decisions of the Pay Committee in accordance
with the terms of the appeals procedure of the policy
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APPENDIX TWO
DISCRETIONARY REFERENCE POINTS
MAIN PAY RANGE
DISCRETIONARY REFERENCE POINTS
Minimum
Maximum
England
& Wales
Inner
London
Outer
London
Fringe
Area
22,023
23,764
25,675
27,650
29,829
32,187
27,543
28,980
30,490
32,079
34,547
37,119
25,623
27,211
28,896
30,685
33,287
35,823
23,082
24,821
26,731
28,713
30,887
33,244
UPPER PAY RANGE
DISCRETIONARY REFERENCE POINTS
Minimum
Maximum
England
& Wales
Inner
London
Outer
London
Fringe
Area
34,869
36,161
37,496
42,332
44,412
45,905
38,355
39,775
41,247
35,927
37,217
38,555