1

SCHOOL TEACHERS’ PAY

NUT GUIDANCE ON STARTING PAY FOR NQTs & RE-ENTRANTS FOR 2014/15

This NUT briefing is aimed at new teachers and those returning to teaching service as classroom teachers 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.

PAY SCALES FOR CLASSROOM TEACHERS

The pay scales for classroom teachers,set out in the School Teachers’ Pay and Conditions Document (STPCD), are in two parts: the Main Pay Range (MPR) and Upper Pay Range (UPR).

Since 1 September 2013, the Main Pay Range has replaced the former 6-point Main Pay Scale and the Upper Pay Range has replaced the former 3-point Upper Pay Scale. Only minimum and maximum values for payments on the ranges are specified (equal to previous points M1 and M6 and U1 and U3). There are no other prescribed points and schools are able to determine how teachers progress,based on performance,and by how much. Provisions on how points should be awarded for teaching and non-teaching experience have been removed.

The portability of pay entitlements has been abolished. Schools have the discretion to offer to pay teachers at any specified pay point on the two pay ranges when they apply for posts in new schools. Pay entitlements will only be permanent where the teacher remains in the same school. All teachers paid on the Upper Pay Range are only guaranteed payment on that range while they continue to be employed in that same school.

Progression on the Main and Upper Pay Ranges is based on performance. Governing bodies decide whether to increase the pay for teachers on the range and, if so, by how much.

There are separate Main and Upper Pay Ranges for use in Inner London, Outer London, the Fringe Area and the rest of England and Wales. These separate ranges have replaced the former system of additional London area allowances.

STARTING PAY

Full advice on the STPCD provisions referred to below can be found in the NUT’s Guidance on the Teachers’ Pay Structure which you can find in the School Teachers’ Pay section of the NUT website

For all teachers, the starting salary and spine point should be set out in the letter of appointment confirming the appointment.

Starting Pay for Newly Qualified Teachers

As noted above, most new entrants to teaching will normally be placed on the first point of the school’s pay scale for teachers on the MPR. The STPCD does, however, permit governing bodies to place teachers who have relevant experience outside teachingon a higher point.Every governing body should set out its policy on this in the school pay policy. The NUT believes that governing bodies should always take such experience into account and allocate spine points where appropriate. NUT policy calls for one point for every year of other teaching employment (eg teaching in independent schools, academies, sixth form and FE colleges or teaching overseas) and one point for every three years of relevant paid or unpaid non-teaching experience to be allocated on the recommended 6-point pay range.

Starting Pay for Re-Entrants

As indicated, the “portability” of pay entitlements has been abolished. Pay entitlements are only permanent while the teacher remains in the same school. Where teachers are moving schools, schools have the discretion to offer to pay teachers at any pay point. Even those who have achieved Upper Pay Range status could lose that if they are changing school or returning after a career break.

The NUT believes this will particularly affect teachers returning to teaching after a career break and will have major equality implications. Be very careful to check the wording of advertisements and in particular wording relating to starting pay.

As with newly-qualified teachers, re-entrants can receive additional spine points on the MPR for other relevant experienceincluding during the break in service. It is possible for re-entrants on the UPR also to receive additional spine points for teaching experience in related areas undertaken since they last taught in schools.This is at the discretion of the governing body. The terms on which any additional spine points may be paid should be set out clearly in the school pay policy.

Specific provisions relating to teachers previously paid as leadership group teachers or employed in other related areas such as sixth form colleges, Soulbury employment in local authorities etc, allowschools the discretion to pay them on the UPR not the MPR.

STARTING PAY - CLAIMING EXTRA DISCRETIONARY SPINE POINTS

Starting pay decisions are legally the responsibility of the governing body. The governing body must have a written school pay policy setting out both the pay scales for teachers and the criteria for determining starting pay for appointments and pay progression. This may often be based on a local authority model policy. In some cases, you may find that schools will say that starting pay is determined by the authority – this will be because it interprets and applies the policy on the school’s behalf. In every case you should find out from the school itself whether it has agreed to maintain ‘pay portability’ of existing pay entitlements.

  • Find out about the local authority’s advice to schools on pay scales and discretionary pay points for the area where you wish to teach. As noted above, individual schools will often follow the authority’s advice although they are not obliged to do so. The relevant NUT regional office/NUT Cymru should be able to help you.
  • Calculate what extra pay you might receive if the discretion was exercised in full. Be clear in your mind about the gap between what you must be paid and the maximum possible pay rate including discretionary "spine points" (increments).
  • At interview, the best time to raise the question of starting pay is after the governors have made you an offer of the job. Make it clear that you do want to work at the school but you would like to discuss pay. Your experience should be listed on your application form. Give them an indication of what you are looking for.
  • Be clear in your own mind, however, what you can or will settle for above the minimum entitlement. If you do want that job you may have to make a very quick decision. Whilst some schools will give you time to consider, many will want to settle the matter immediately.
  • If you are offered a specific starting pay point at the interview, confirm this when the school or local authority writes to you confirming the offer of the job. Ensuring clarity over starting pay at this stage is essential to avoid any difficulty once you have started work.
  • If a school says that starting pay is to be determined by the authority, you can accept the post subject to confirmation of starting pay. If you are moving post, however, you should ask for immediate confirmation that you will be paid at least at your existing pay point.
  • If a school offers you less than your previous salary, you should immediately contact the local NUT secretary as the joint NUT-NASUWT school pay policy checklist seeks a clear commitment from all schools to the principle of pay portability in principle and its application in practice.

ADDITIONAL PAYMENTS

Teachers with additional responsibilities receive Teaching and Learning Responsibility (TLR) payments. Other payments available include Special Educational Needs (SEN) allowances, payable in respect of certain work with children with special educational needs, and recruitment and retention payments. None of these are, of course, portable between different posts.

PAY QUERIES AND APPEALS

If you experience problems in relation to your salary or its payment and have not been able to resolve it yourself, contact the NUT school representative in the first instance. If a genuine error has been made, the NUT school representative can raise the issue with the head teacher on your behalf.

You can formally appeal against any decision affectingyour pay. In such cases, you should contact the NUT locally for advice.

TEACHING IN ACADEMIES

Academies are able to set their own pay, conditions and working time arrangements for newly appointed teachers. Although pay and conditions arrangements for newly appointed teachers in some academies and free schools may be similar or identical to those in local authority schools, in others pay and conditions arrangements will be very different. As well as confirming your starting pay, you should make enquiries about the academy’s other pay and conditions arrangements before accepting the post, using the checklist available in the Academies Pay & Conditions section of the NUT website

NUT

Advice, Policy and Campaigns Dept.

Pay, Conditions & Bargaining Section

September 2014