2018 School Teachers’ Pay and Conditions Document.


Summary of this year’s Changes

The 2018 School Teachers’ Pay and Conditions Document (STPCD) has now been published by the DfE.  This includes confirmation of the new teaching pay range values which will be applicable from 1st September 2018.

The following changes have been applied to the national pay frameworks:

  • A 3.5% increase to the minimum and maximum of the main pay range and the unqualified teacher pay range
  • A 2% increase to the minimum and maximum of the upper pay range, the leading practitioner pay range and allowances across all pay ranges (TLR / SEN).
  • A 1.5% increase to the minimum and maximum of the leadership pay range and headteacher group size

There is no nationally determined prescribed cost of living award for teachers.

Schools should ensure no teacher is receiving an allowance beneath these new minimum values.  Schools may determine the increase applied to allowances currently in payment within the ranges.

The new salary ranges for all teaching pay scales can be viewed here.

There have been no other changes to teachers’ pay and conditions this year.


Implementing the changes

Where a teacher is paid on the minimum of their pay range, their salary must be uplifted to the new minimum.

Where a teacher is currently paid at the maximum of their range they may also move to the new ceiling value – subject to performance and evidence of meeting the criteria for pay progression within the school.

For all other teachers’ schools must determine, based on evidence of performance and in accordance with their own pay policy, how to take account of the uplift to the national framework in making individual pay progression decisions.

Schools should ensure all pay decisions are informed by evidence of performance as provided by the appraisal process.

Any pay recommendation / decision should only be made after the completion of the appraisal review meeting.  This review meeting should take place no later than 31st October for teachers (31st December for the Headteacher) and any pay award should be backdated to 1st September.

Once pay determinations have been made all teachers should receive a written salary statement.  You will need to notify your payroll or HR provider of any salary increases.


The National Pay Grant

The DfE has also published provisional details of the additional funding which will be available to support the implementation of the pay award. 

Both schools and academies will be eligible to access funds from the pay grant which will cover the 2018/19 and 2019/20 financial years. 

This has been calculated by applying the average percentage uplift announced for 2018 (less the 1% increase that schools should have budgeted for) to the overall annual pay bill for teachers.

This will then be allocated based on the number of pupils in each school or academy.

Different funding rates apply for primary, secondary schools and special schools / alternative provisions.

Local Authorities will pass the additional funding provided by The Education and Skills Funding Agency (ESFA) to maintained schools.  The ESFA will provide funding directly to Academies.

The DfE will provide further details regarding funding in October.

It is recommended that schools and academies carefully consider the financial affordability implications of any pay progression decisions. Decisions should also be made with regard to the additional funding which the school / academy is likely to receive via the National Pay Grant. Consideration should be given to the implications for both the current financial year and future years.


Updates to the SPS Model Pay Policy for Schools & Academies

We will be updating our model pay policy and guidance for schools and academies in due course.

Our pay policy guidance contains a number of alternative approaches to pay progression.

Schools and academies may adopt whichever pay framework is appropriate to the needs of the school so long as the pay range values are compliant with those set out in the STPCD. 

Many schools have opted to retain a points based pay framework but this is not mandatory.

There are no longer nationally published reference points and schools have discretion to determine what, if any, increase is applied to the reference point values year on year.

Last year some schools / academies chose not to apply the increase to the min / max pay values within the range.

Where your school / academy adopts a reference point approach – You should consider the values of the reference points you applied in September 2017 when you’re looking to apply any percentage increase for September 2018

Meaningful consultation is encouraged with staff and unions at a local level about any revisions to a school’s pay policy.


Local Authority Advice to Kent Maintained Schools

The Local Authority will be issuing further guidance to Kent Maintained Schools later this week regarding how the pay increases might be implemented at a local level.

The Local Authority expects that all Community and Voluntary Controlled schools will use the SPS Model policy as the basis for their school pay policy.


Further Information 

  • The 2018 STPCD is available here:
  • The 2018 Salary Ranges for Teachers is available here:
  • The Checklist for Pay Decisions can be viewed here:
  • Pay FAQs are available here:
  • Further details regarding the National Pay Grant for Teacher’s Pay:
  • DfE Guidance – Implementing your Schools’ Approach to Pay: