2019 School Teachers’ Pay and Conditions

 image

Summary of this year’s Changes

The 2019 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 are applicable from 1st September 2019.

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

  • A 2.75% increase to the statutory minimum and maximum values of all the pay ranges and allowances for teachers and leadership teachers.

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

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

The new salary ranges for all teaching pay scales can be viewed here (Add hyperlink to attachment)


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 the appropriate pay increase.

The minimum and maximum of the TLR and SEN allowance values have also increased by 2.75%. 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.

Schools and Academies may adopt whichever pay progression framework is appropriate to the needs of the school so long as the minimum and maximum 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.

Schools and Academies are reminded that there is no nationally determined points based pay framework for teachers.  Those published by Trade Unions / Professional Associations are for guidance only and there is no expectation that Schools / Academies should follow these. Where a School or Academy follows a points based framework any increases to the value of points for September 2019 should be made with reference to the value of the points set out in their 2018 pay policy.

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 as soon as possible and any pay award should be backdated to 1st September.
 

The National Pay Grant

The DfE has also announced that the National Pay Grant for Teachers will be extended and will continue to be paid as a separate grant for the 2020-21 financial year. 

This will be calculated by applying the average percentage uplift announced for 2019 (less the 2% 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.

It should be noted that it is not intended that this additional funding will support the full cost of the continued use of a reference point approach to teacher pay progression.

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.

 

Updates to the SPS Model Pay Policy for Schools & Academies

We will now be updating our model pay policy and guidance for schools and academies in light of the recently published School teachers Pay and Conditions Document.

Our pay policy guidance contains a number of alternative approaches to pay progression which schools may wish to consider.

Schools and Academies should determine teacher pay progression for September 2019 in accordance with the principles set out in their current pay policy (2018) – however they may wish to review their approach to pay for September 2020 in the 2019 Pay Policy.

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 expects that all Community, Controlled, Voluntary Aided and Foundation schools will use the SPS Model policy as the basis for their school pay policy.

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.
 

Teachers Salary Assessment Process

Schools and Academies are able to access their Teachers’ Salary Assessment spreadsheet by logging on to your account via the SPS Customer Portal and going to ‘My Cases’ in the top right-hand side of the screen.   We recommend reading the guidance which has also  been uploaded to the SPS Portal before you complete the TSA spreadsheet.

Please return the completed spreadsheet to SPS by your published submission deadline for inclusion in the October 2019 payroll run.  Increases will be backdated to 1st September 2019.

If the spreadsheet is returned after the published submission deadline it will be processed in the next available pay period.
 

Further Information

The 2019 STPCD is available here

2019 Salary Ranges for Teachers can be viewed here

Further details regarding the National Pay Grant for Teacher’s Pay

DfE Guidance – Implementing your Schools’ Approach to Pay