The NEU position is clear – schools must consider all teachers’ pay annually, including teachers on the UPR. This is in line with the statutory provisions and non-statutory guidance, supports recruitment and retention, and is fair to all teachers.
Although schools “must consider annually whether or not to increase” teacher pay (STPCD paragraph 19.1), this is only an entitlement to review and not an entitlement to progression. Nevertheless, we would argue that restricting increases to every two years undermines the STPCD provision that schools are required to consider whether pay should increase annually.
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.
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 to 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.
