School teachers’ pay and conditions of service in England and Wales
1) A newly qualified teacher starts at point 1 on the pay scale (£16,038), or point 2 (£17,001) if
they have a 2:2 honours degree or above. School governing bodies have discretion to award extra
points for other relevant experience. This might include teaching abroad, teaching in an independent
school or non-teaching experience that they consider relevant. Teachers move up one point on the
scale for each year of satisfactory service until they reach point 9 (£24,843). Excellent teachers may
advance two points rather than one, at the discretion of the school.
2) Teachers on point 9 may apply for assessment at a performance threshold against national
standards. If successful they will move to point 1 of an upper pay scale (£26,919), which has four
further points each worth around £1,000. Progress through this upper pay range will be based on
performance and it is likely that any movement will only occur after two years service at any given
point on the scale.
3) Classroom teachers may also be awarded the following allowances by their school:
five management allowances worth £1,539, £3,111, £5,343, £7,353 and £9,927. To qualify,
teachers must undertake clearly defined and significant management tasks additional to
their normal duties as classroom teachers;
five recruitment and retention allowances worth £942, £1,848, £2,802, £3,903 and £5,085;
special needs allowances worth £1,572 and £3,111.
4) Extra payments are made to teachers in London - £3,000 in inner London, £1,974 in outer
London and £765 on the fringe.
5) Most teachers are able to earn extra points for performance. These are awarded at the
discretion of the governing body, advised by the head (or equivalent for centrally employed staff).
The main source of information for pay reviews is likely to come from annual performance reviews,
but other relevant evidence can also be taken into account. Indeed the relevant body will need to
rely on other sources of evidence where teachers are not yet covered by arrangements for annual
performance review. It will be in teachers own interests to ensure that their senior managers have
such evidence. Judgements should be based on overall performance not just on whether objectives
were met. Objectives provide an important framework for assessing performance but a teacher who
has not fully achieved a challenging objective may well have performed better than one who has
met a less stretching objective
6) The leadership group spine extends over 41 points from £29,499 to £78,783 and is for those with
substantial strategic management responsibilities. Governing bodies decide a range of pay points for
each post - seven for headteachers, five for deputies and assistant heads. The heads range should
normally fall within one of eight overlapping groups, which depend on school size, with a weighting
to take account of special educational needs pupils. Ranges for deputy and assistant heads should
be set between the bottom of the heads range and the highest paid classroom teacher. Leadership
group members may be awarded a pay point in the annual pay review if they have sustained a high
quality of performance taking account of performance objectives agreed previously.
7) Teachers who want to advance their careers without taking on management responsibilities can
apply for Advanced Skills Teacher (AST) posts. Applicants are assessed against England and Wales
standards and if successful take on additional duties alongside normal classroom teacher duties.
These are primarily about developing other teachers or working with other schools. ASTs are paid
on a separate pay spine from other classroom teachers which extends across 27 points from £27,939
to £44,571. Governing bodies need to decide a range of five pay points for each AST through which
the AST may progress for performance.
8) The Fast Track Teaching Programme is for new graduates, career changers and existing teachers
with the highest potential. It will focus on rapid development of professional excellence and school
leadership. The first Fast Track teachers are likely to begin taking up posts from September 2002.
Existing teachers will be able to apply from this Autumn (2001). Those entering the Programme as
newly qualified teachers will start at point 3 on the payscale, unless governing bodies award points
on the grounds of experience. They will move up one point following their induction year and then
be expected to perform at a level that earns double points for excellent performance each year. The
Fast Track Teaching Programme will operate in England; the National Assembly for Wales is currently
consulting on whether a Teachers Accelerated Development Scheme is needed in Wales and, if so,
what form it should take.
9) Terms and conditions of service are detailed in the School Teachers Pay and Conditions
Document, a legal document published yearly. Amongst other things, this covers the professional
duties required of the various teaching grades along with their working time. Classroom teachers
must be available to work 195 days in any school year, and may be required to teach on 190 of
them. This equates to 1,265 hours in any school year. They are also required to work any additional
hours that may be needed to enable them to discharge their professional duties effectively.
Members of the leadership group, the fast track and ASTs do not have specified hours.
10) Conditions of service not included in the Pay and Conditions Document (eg sick pay, maternity
pay and leave, notice periods) are negotiated between the national employers and the trade unions.
Locally-negotiated agreements may also exist.
Teachers' Pay Spines, Scales and Allowances