NUT BRIEFING ON STARTING PAY

AND PAY PROGRESSION

This NUT briefing is aimed particularly at new teachers and those returning to
teaching service after a break. It explains the basics of the pay structure; sets
out the current pay scales; and gives advice on the rules governing starting
pay and pay progression.

PAY STRUCTURE

Classroom Teachers: Main and Upper Pay Scales

The pay structure for classroom teachers is in two parts: the Main Pay Scale (MPS) and
Upper Pay Scale (UPS).

The MPS has 6 points. Teachers progress by one point for each year of teaching
experience. Until 2002, the MPS had 9 points but was shortened following pressure from
the NUT so that teachers could benefit from faster pay progression and become eligible for
threshold progression more quickly.

When they reach the maximum (M6), teachers are able to apply to “cross the threshold” in
order to move on to the UPS. Threshold applications are assessed against national
standards. Head teachers deal with threshold applications.

Successful applications result in access to the 3-point UPS. Progression through the UPS
is related to performance. Teachers are assessed by their schools against national criteria.
Teachers are able to progress by one point every two years.

Responsibility Payments

Arrangements for responsibility payments have changed recently. Teaching and Learning
Responsibility (TLR) payments replaced the former system of Management Allowances with
effect from January 2006. There are two ranges of TLR payments, TLR1 and TLR2. TLR 1
payments range between £6,829 and £11,557 and TLR 2 payments between £2,364 and
£5,778. Schools can set different payment levels within each range.

Special Needs Allowances

Teachers in special schools and teachers of special needs classes in mainstream schools
may receive one of two Special Needs Allowances, SEN1 and SEN2, in recognition of their
special needs teaching involvement. SEN1 is mandatory for teachers in special schools
and teachers in ordinary schools who are engaged "wholly or mainly" in teaching
statemented pupils or visually/hearing impaired pupils in designated special classes. SEN2
is discretionary and can be awarded to teachers on the basis of experience and/or
qualifications that the governing body considers relevant to their work.
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Recruitment and Retention Payments

Governing bodies have the discretion to make additional payments for recruitment or
retention purposes. These can be at any amount and either as ”one-off” payments or as
time-limited payments for a 3 year maximum duration. Recruitment payments can only be
renewed for reasons of retention.

Fast Track

The Fast Track scheme for teachers in their early years of teaching service operates in
England only. Fast Track teachers must be awarded a point when first placed on the
MPS. Working time limits do not apply to Fast Track teachers.

London and the Fringe

Teachers in London and some areas around London (the “Fringe area”) receive higher
levels of pay to reflect the additional costs of living in those areas. Different pay scales for
Teachers in Inner London, Outer London and the Fringe Area have replaced the former
system of additional allowances.

Leadership Group Teachers

Head teachers and deputy and assistant head teachers are classified as Leadership Group
teachers and are paid on the separate Leadership Group pay scale (details available on
the NUT website). Leadership Group teachers are placed on 5 or 7 point pay ranges and
progression on those pay ranges is again related to performance.

Advanced Skills Teachers (ASTs)

ASTs have particular duties in respect of matters such as CPD and advisory work.
Teachers must meet national AST standards before they can be appointed as such. ASTs
are paid on a different pay scale to other teachers and have modified conditions of service
– for example, they are not subject to the limits on working time.

Excellent Teacher Scheme (ETS)

The ETS is open to teachers who have reached the top of the UPS (UPS3). Again,
teachers must meet national ET standards before they can be appointed as such.

PAY RATES

The tables below set out the pay rates for the Main and Upper Pay Scales applicable from
1 September 2007, along with values for TLRs and SEN allowances. Pay rates for the
MPS and UPS are different for London and the Fringe Area – see the NUT website at
www.teachers.org.uk for details.

Main Pay Scale Upper Pay Scale

M1 £20,133 U1 £31,878
M2 £21,726 U2 £33,060
M3 £23,472 U3 £34,281
M4 £25,278
M5 £27,270
M6 £29,427
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TLR Ranges SEN Allowances

TLR1 £6,829 - £11,557 SEN1 £1,866

TLR2 £2,364 - £5,778 SEN2 £3,687

STARTING PAY & PAY PROGRESSION

Starting Pay - Minimum Requirements

The normal starting point for new teachers will be point M1 on the MPS. Additional points
for qualifications were removed when the MPS was shortened to 6 points in 2002.

There are various provisions for extra spine points awarded on a mandatory basis.
Teachers returning to service must receive spine points reflecting their previous teaching
service in state schools in England and Wales. Teachers trained in another state in the
European Economic Area (the EU plus Iceland, Liechtenstein and Norway) and Switzerland
must be awarded a point on the MPS for each year of state sector teaching in those
countries.

Schools can also use the discretionary power to award up to 5 extra points on the MPS in
recognition of previous experience gained inside or outside teaching. Every school should
have a written policy setting out how it will do this. The NUT’s view is that governing bodies
should always take such experience into account and allocate spine points where
appropriate.

Pay Progression

Teachers can progress to the maximum M6 on the basis of experience alone. Each
September, teachers who have worked during at least 26 weeks of the previous year
receive an additional spine point, subject to the M6 maximum. Increments can only be
withheld where service has been deemed unsatisfactory with formal capability procedures
initiated. Schools can also award an extra point on the MPS to teachers whose
performance in the previous year is deemed to have been “excellent.”

Starting Pay - Claiming Extra Discretionary Spine Points

Starting pay decisions are legally the responsibility of the governors. The school must have
a pay policy. This may often be based on the local authority’s policy but it does not have to
be. 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.

Find out about the local authority’s advice to schools on 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
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form. Give them an indication of what you are looking for.

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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. You have to balance the risk of their withdrawing the offer.

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 will 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.

National Union of Teachers

November 2007