A key issue for many teachers is that their school has adopted a pay policy stating that progression on the upper pay range (UPR) should only be considered every two years.
NEU pressure has now resulted in the DfE amending the STPCD to clarify that progression can be annual. Annual progression is therefore a matter of good practice and is already established in many schools and academies (see Appendix D for examples). This approach aligns with both statutory provisions and non-statutory guidance, supports recruitment and retention, and ensures fairness for all teachers.
Statutory position
School teachers’ pay and conditions document (STPCD) provisions
In 2012, the School Teachers’ Review Body (STRB) recommended removal of the previous provision that teachers could only progress following two consecutive successful appraisals. This provision had limited progression on the UPR to every two years.
Under the STPCD, this is now a matter for individual school discretion.
However, the STPCD says at paragraphs 3 and 19 that pay should be reviewed annually and that the school pay policy should set out clearly how pay progression will be determined.
Most academies mirror the STPCD provisions, but some have their own arrangements in place, which may or may not include annual progression for teachers on the UPR.
DfE non-statutory advice
The non-statutory DfE advice ‘managing teachers’ and leaders’ pay’ no longer mentions any provision for delaying progression on
a biennial basis and includes references to annual pay reviews. This would suggest that provided the criteria is met, pay progression should occur annually for teachers on the UPR.
Action for reps
Follow the bargaining cycle to challenge biennial progression on the UPR at your school.
There have been some great examples of NEU members winning on this issue. This story from our activists in Redbridge details the gains they made, how they did it and the wider lessons from this success.
We want to replicate these wins across the country.
