STPCD (England)
This only sets the minimum and maximum values for these ranges, meaning there are no prescribed pay points. Schools can set their own ranges, determine where teachers are appointed, how they progress and by how much.
Most schools do, however, continue to use a six-point main pay range and three-point upper pay range following the previous fixed ranges.
From 2021, advisory points for the main and upper pay ranges and the unqualified teacher pay range were reintroduced in the STPCD. The advisory points are based on the joint pay ranges recommended by the NEU and other unions, with the current cost of living increase applied.
There are separate pay ranges for inner London, outer London, the fringe area and the rest of England.
STPC(W)D (Wales)
The Welsh Government ended performance related pay (PRP) and re-established mandatory pay scales in the STPC(W)D in September 2020, allowing teachers to move up the main pay scale (MPS) and upper pay scale (UPS) automatically. From September 2021, the pay scale was shortened from six points on the MPS to five, and the principle of pay portability was reinstated into the document for the MPS and UPS.
Moving to the UPR or UPS (threshold progression)
Moving on to the upper pay range/scale is informally referred to as ‘crossing the threshold’ and is an application process. Any qualified teacher, regardless of their position on the MPR/MPS, can apply to move onto the UPR/UPS.
Applications are assessed using the following criteria:
- that the teacher is highly competent in all elements of the relevant standards; and
- that the teacher’s achievements and contribution to an educational setting or settings are substantial and sustained.
Progression on the UPR/UPS
Teachers on the UPR in England can and should be considered for progression annually.
Biennial progression on the UPS is prescribed for teachers in Wales in the STPC(W)D.
Progression in England was previously solely based on the outcome of a successful appraisal review, however, PRP is no longer mandatory for local authority schools as of September 2024.
In England, many multi academy trusts (MATs) have already abolished PRP and moved to a system of automatic pay progression both on the MPR and UPR.
Teaching and learning responsibility payments (TLRs)
Teachers with additional leadership and management responsibilities are paid TLR payments. Schools determine the number of TLR payments available and the values of those TLR payments, subject to statutory criteria set out in the STPCDs.
Special educational needs (SEN) allowances and additional needs allowances (ALN)
SEN allowances apply to all parts of England, whereas ALN allowances apply in Wales. Schools may pay SEN/ALN allowances at any value within the ranges, subject to statutory criteria set out in the STPCDs. These allowances can be held at the same time as TLRs.
Recruitment and retention (R&R) Payments
Schools may pay R&R payments to teachers, subject to statutory criteria set out in the STPCDs. There are no prescribed values for such payments.
Additional payments:
Continuing professional development (CPD), out of school-hours learning, and initial teacher training (ITT)
Schools may make additional payments for CPD outside the school day, out-of-school hours work and involvement in ITT, subject to statutory criteria set out in the STPCDs. There are no prescribed values for such payments.
Part-time teachers
Part-time teachers are paid on a pro rata basis according to the proportion of the normal school week for which they are employed. Their pay entitlements should be assessed on the same basis as full-time teachers. They are eligible for pay progression and additional payments in the same way as full-time teachers.
Pay for leadership teachers
Schools determine the individual pay ranges for head teachers, deputy and assistant head teachers, subject to statutory criteria set out in the STPCDs. The individual pay scale points recommended in the joint union advice for England can be found at Pay scales – England.
Leading practitioners
Leading practitioners are paid on individual five point pay ranges from the leading practitioners’ pay range. The individual pay scale points recommended in the joint union pay advice for England can be found at Pay scales – England.
Unqualified teachers
Unqualified teachers must be paid on the unqualified teachers’ pay range, unless they are on one of the employment-based routes into teaching when schools have the discretion to pay them on the same basis as qualified teachers. They may also be paid additional responsibility allowances, for which there are no prescribed values.
