The Department for Education has published the annual School Teachers’ Pay and Conditions Document (STPCD 2017), with associated guidance. This sets out the statutory requirements for teachers’ pay and conditions in maintained schools, and local authorities and governing bodies must generally follow these unless they can show a good reason for not doing so. Academies and free schools are not bound to follow the national pay and conditions, but can have regard to them if they wish.
The only significant changes for 2017 are to the pay bands themselves. Following the review panel’s recommendations, a 2% uplift has been applied to the statutory minimum and maximum on the main pay range, and a 1% uplift has been applied to the minima and maxima of all other pay ranges in the national framework (including headteacher groups) and all allowances across all pay ranges. The 2% recommended by the review panel exceeded the cap previously imposed, but the Secretary of State agreed to accept the recommendation.
If a teacher or leader is on the minimum of their pay range, their pay must be increased automatically by at least the relevant uplift (1% or 2%, as the case may be). Pay rises for these staff can be greater than the minimum, and pay rises for other teaching staff or leaders will be a matter for local decision in accordance with the pay policy. The pay policy must be amended to reflect the min/max salaries, and to show how staff not on the bottom pay point will be affected.
What Does This Mean For Schools & Academies?
For academies, pay policies are decided by the Trust. In doing so, the Trust can (but does not have to) have regard to the national STPCD document and guidance. The Trust will want to have at least some regard to the market conditions for recruiting and retaining teachers, which will mean looking at how other local schools set their pay and conditions. STPCD will be at least indirectly relevant here. Trusts will need to consult with unions in reaching pay policy decisions, particularly on annual pay awards.
For maintained schools, pay policies will be decided by the employer. For community schools, staff are employed by the local authority, so pay awards will be negotiated, decided and implemented by the LA. Many are likely to apply a flat rate percentage increase to all pay points on scales which haven’t changed for some years. For schools which employ their own staff (e.g. voluntary aided and foundation schools), governing bodies will need to review their own pay policy including the latest uplifts and decide how other pay points are affected. They will need to arrange to consult with unions and ensure that the changes are implemented. The relevant unions have issued joint advice that they are only prepared to agree to proposals which increase all points on the main pay range by 2% and all other payments or allowances by 1%.
For more information, please contact our education law specialists on 0800 024 1976