The Department of Education, Northern Ireland (DENI) have now confirmed that temporary cover has been approved to allow the payment of incremental progression increases to eligible teachers from September 2021.
Subject to receipt of final approval of the pay remit by the Department of Finance, it is anticipated that the pay award will be implemented in the May/June payrolls.
The NI Teacher Performance Review and Staff Development (PRSD) process will be paused for 2021/2021 academic year.
Robert Poole, NEU Secondary rep, Greater Manchester, talks about how he became an NEU Rep, and achieved a successful pay campaign at his workplace.
NEU survey of independent school staff finds support for measures to minimise Covid risk but more needs to be done.
Ensure performance related pay objectives are reasonable in the current circumstances
Coventry rep Jodie Mallier describes her successful pay campaign.
The NEU is campaigning for a national pay increase and to ensure employers are using the national pay scales.
Pay scales information on the advisory pay points for the Main Pay Range and Upper Pay Range, and the Leadership Group Pay Range.
This NEU survey of supply worker members on employment during the COVID-19 crisis opened on 24 April, receiving 1,966 responses. Most responses were received by 28 April, although responses continued to arrive until 14 May.
The NEU is campaigning for pay progression for all eligible members.
How to negotiate on pay in the independent sector, with some relevance to Further Education workplaces or academies where there is collective bargaining.
The NEU pay calculator includes information relating to teacher pay in 2020-21 and will be updated to reflect the Government's intention to freeze teacher pay in 2021-22
The NEU is campaigning against the school teacher pay freeze in England and for fair pay for all teachers and support staff .
Use our pay toolkit to secure pay progression, by taking collective action or by pursuing and winning appeals against decisions that individual teachers should not progress.
Advice on pay scales, pay progression and how to secure fair pay in your workplace.
A survey of our members has found education staff are cutting their hours to make sure their weekends are work-free.
FAQs on pay scale, allowances for additional responsibilities and pay progression to help understand how teacher pay works.
This guidance applies to all staff - including substitute teachers and temporary non-teaching staff in response to absences because of Covid-19.
Information on pay and conditions for Soulbury paid officers in England and Wales.
A guide for reps on equality in schools, including a checklist to ensure that all eligible members receive pay progression.
The impact of the COVID-19 crisis means that, for all schools and academies, PRP is completely unworkable and should be suspended.
The Upper Pay Range is a pay range offering significantly higher pay than the main pay range. This advice helps explain progression to the Upper Pay Range.
This advice summarises how performance related pay progression works for teachers.
Pay safeguarding applies when your employer determines your pay should be reduced. It allows a period of time for you to adjust to the lower pay.
The new Ofsted inspection framework is putting increasing pressure on members, particularly primary subject leaders and this is due to problems with school funding and staff recruitment which the new framework does not take into account.
Pay and conditions for teachers in residential establishments are aligned with those in the School Teachers’ Pay and Conditions Document (STPCD), the Burgundy Book and the Independent Pay Review Body in Wales since 2019, other than the following allowances and pay scales.
Guidance on the pay framework for sixth form college teachers and advice for NEU representatives for college level discussions on its implementation.
Ten bullet points on independent sector collective bagaining.
Details of how academies and trusts set pay scales and what pay and conditions arrangements are in place in these workplaces.
An introduction to the pay and conditions arrangements of part time teachers.
Advice on identifying the grounds for a pay appeal and on how you might run a successful one.
The most common queries NEU members have on pay for leadership teachers in schools and academies.
Guidance on matters to consider in relation to pay and conditions when working in the independent sector.
This Q&A document is a comprehensive overview to the teachers’ pay structure and classroom teachers’ pay scales for 2020-21.
Advice on Teaching & Learning Responsibility Payments (TLRs) and other allowances such as Special Educational Needs allowances and Recruitment and Retention payments.
This guidance summarises the position in respect of pay and conditions for unattached teachers employed by local authorities.
This guidance is aimed at new teachers and those returning to teaching service after a break. It explains the basics of the pay structure and gives advice on ensuring you are fairly paid and able to seek the most favourable use of pay discretions.
All schools, including academies, should have a pay policy which sets out how decisions are taken on pay matters including pay assessments, pay progression, discretionary payments, appeals etc.
guidance on the pay and conditions implications of teachers’ participation in out-of-school-hours learning activities.
The campaign for equal pay has a long history; one which is still ongoing.
Pay and conditions agreement for support staff - most LA schools use the local government pay scales to pay their support staff in conjunction with National Joint Council (NJC) terms and conditions.
Advice explaining the payments and entitlements you may receive if your post becomes redundant. In any case where redundancy is threatened, specific advice and assistance is available and should be sought from your school/college rep or division/association/branch secretary.
As private businesses outside the national collective bargaining structure in the maintained sector, independent schools have greater freedom to set their own terms and conditions of employment.
This checklist should be used alongside the National Education Union model policy to help you negotiate a policy acceptable to the NEU.
This model pay policy will help to recruit, retain and motivate teachers, provide the basis for sound financial and personnel planning and minimise the risk of grievance and discrimination.
This checklist will help you prepare for meetings about recommendations to deny pay progression and appeals hearings after a decision has been taken to deny pay progression.
Model letters for meetings about recommendations and appeals hearings around denial of pay progression.
This guide gives advice on securing pay progression by persuading governors not to accept a recommendation to deny pay progression or by appealing successfully against a decision to deny progression.
This guide gives advice on how the pay progression system for classroom teachers works.
This guidance sets out the obligations of employers and employees in relation to notice periods and notice pay.
This guide explains how to challenge unfair pay policies and secure a fair pay policy in your school.
Teachers and school leaders are united in their opposition to the Government's pay freeze.
All education staff deserve a significant pay increase, not another real-terms pay cut.
The EPI report rightly highlights the severe teacher recruitment and retention problems, and the significant gaps between teacher pay and the pay of other graduate professions.
The Government's ideologically-driven pay freeze is both unjustified and unfair.
The NFER is right to note that any improvement in teacher supply due to the pandemic will be short-lived.
The NEU broadly welcomes the NAO report on public service pensions, which largely endorses the NEU’s arguments down the years.
Organisations representing the overwhelming majority of teachers and school leaders in England have united in opposing the Government’s pay freeze.
Keir Starmer is right to call out the Government on key worker pay. A pay freeze is no way to reward education staff for the immense contribution they have made to the country's response to the pandemic.
Three education unions condemn Gavin Williamson for restricting the STRB
Trade unions representing staff in English further education colleges have today (Thursday) slammed the decision by the Association of Colleges (AoC) to offer a 1% pay increase and demanded to know what additional Government funding had been spent on.
Pay freeze is a body blow to education workers
The Government will argue this is about holding down public sector pay because private sector pay has gone down, but it makes no sense economically.
Government pay proposals for teachers and school leaders in England are “divisive and inadequate”, says joint union statement
Today, the Northern Ireland Teachers’ Council (NITC) – the body which makes up the Teachers’ Side of the Teachers’ Negotiating Committee has announced that it will be accepting the terms of the Pay and Workload Agreement presented to them on 8 April 2020.
NEU Cymru's evidence to the Independent Welsh Pay Review Body (IWPRB) asked for a 7% pay award for all teachers, and sadly this does not fully do that. We will continue to argue for this.
The NEU asked for a 7% pay rise for all teachers. This increase does not achieve this entirely reasonable ambition.
The National Education Union (NEU) has welcomed action by the Northern Education Trust (NET) academy chain to improve teacher workload and pay.
Teacher pay survey shows that 63% of teachers have considered leaving the profession due to pay concerns.
Four education unions are warning that government pay proposals would short-change most classroom teachers and all senior leaders.
The Government’s approach will create new problems. All teachers deserve a pay increase that will make a significant start in restoring the real terms cuts to their pay since 2010.
Teacher Pay – NEU evidence to the School Teachers' Review Body (STRB) calls for 7% increase for all teachers in England.
A letter calling on Gavin Williamson, the new Secretary of State to increase teachers pay written in agreement by NEU, ASCL, NAHT and Voice, representing the majority of teachers in England.
Department for Education’s response to the STRB report on teacher pay.
2.75% pay increase for teachers predicted for next Monday.
The latest data on the school workforce in England will give teachers and parents further cause for concern.
Kevin Courtney, joint general secretary of the National Education Union, comments on the announcement of £2,000 incentive payments in addition to existing bursaries for maths and physics teachers.
Organisations representing the overwhelming majority of teachers and school leaders in England have written to the School Teachers’ Review Body (STRB) urging it to ignore pressure from the government to cap the teachers’ pay award at 2%. The unions are calling on the STRB to recommend a fully-funded 5% pay increase in September 2019
Dr Mary Bousted, Joint General Secretary of the National Education Union, has commented on an analysis of teachers’ pay published by the Taxpayers’ Alliance.
Dr Mary Bousted, Joint General Secretary of the National Education Union, has commentied on the OECD’s Education at a Glance report.
Kevin Courtney, joint general secretary of the National Education Union comments on the emergency education motion passed at today’s Liberal Democrat Party conference.
Comment on the government's confirmation of the teachers' pay award and distribution of the teachers' pay grant, which for the first time in 27 years ignores the advice of the STRB.
Teachers’ pay continues to be cut because schools are increasingly failing to give them cost of living increases as well as denying them pay progression, the National Education Union’s annual national pay survey shows.
The National Education Union is calling for a significant pay increase for teachers to help address the growing crisis in teacher recruitment and retention, pay teachers fairly and help deliver the best possible education for pupils.
Almost 34,000 teachers have responded to a National Education Union pay survey, which shows alarming levels of dissatisfaction both with levels of pay and with the performance related pay (PRP) system in schools.
Dr Mary Bousted, Joint General Secretary of the NEU has commented on the DfE’s submission to the School Teachers’ Review Body which suggests a 2% pay increase for teachers
Organisations representing the overwhelming majority of teachers and school leaders in England have urged the School Teachers’ Review Body (STRB) to recommend an immediate pay increase of 5% for all teachers and leaders, which should be funded in full by the Government.
Kevin Courtney, Joint General Secretary of the National Education Union, has commented on the Chancellor’s Budget Speech, delivered today in the Commons.
The National Education Union’s 2018 independent sector pay & conditions survey reveals that pay in private schools is failing to keep pace with inflation, and that staff continue to experience high levels of workload, much of it unpaid.
Joint union letter to Damien Hinds requesting an urgent response to the School Teachers’ Review Body report on teachers’ pay for September 2018.
Nick Gibb’s written statement to Parliament ignores the fact that recent reports show education funding is in crisis - Kevin Courtney, Joint General Secretary of the National Education Union comments.
ASCL, NAHT and NEU responded to the announcement of a 3.5% pay increase for classroom teachers on the main pay range and the Department for Education’s commitment to funding part of this pay award.
The NEU is fighting to help two members who worked at an education services company owned by ex-Manchester City footballer Jamie Pollock get the pay their owed after he terminated their employment with a weeks notice.
Performance-related pay does not improve educational standards or outcomes, neither does it improve achievement.
