Is progression on the Upper Pay Range annual?
Yes, it is annual when on the Upper Pay Range (but there can still be an application required to move on to UPR). They don’t need to request the incremental move through the Upper Pay Range but can choose not to have the progression if they do not want the additional responsibility between, UP1, UP2 and UP3.
In July 2024, the DfE confirmed that it will amend the School Teachers’ Pay and Conditions Document (STPCD) to remove the performance related pay (PRP) requirement. Therefore, automatic pay progression also applies to the Main Pay Scale, and they will automatically progress from M1 to M6 (with one exception detailed below).
The STPCD states:
19.1. The relevant body must consider annually whether or not to increase the salary of teachers who have completed a year of employment since the previous annual pay determination and, if so, to what salary within the relevant pay ranges set out in paragraphs 13, 14, 16 and 17.
19.2. The relevant body must decide how pay progression will be determined, subject to the following:
a) a written pay recommendation is required for every teacher following the outcome of the school or authority’s appraisal arrangements and, in making its decision, the relevant body must have regard to this recommendation;
b) pay progression must be awarded, subject to the following exceptions:
i. any relevant body that chooses to retain performance related pay, as set out in their pay policy, may only decide to withhold progression for reasons related to poor performance
ii. any relevant body that chooses not to retain performance related pay, as set out in their pay policy, may only decide to withhold progression if a teacher is in capability proceedings
c) in the case of early career teachers 6(ECTs), the relevant body must determine the teacher’s performance and any pay recommendation by means of the statutory induction process set out in the Education (Induction Arrangements for School Teachers) (England) Regulations 2012(7). The relevant body must also ensure that ECTs are not negatively affected by the extension of the induction period from one to two years. This change does not prevent a school from awarding pay progression to ECTs at the end of the first year.
d) Any relevant body that chooses to retain performance related pay as set out in their pay policy, may only withhold progression for reasons related to poor performance. For all other schools, progression may only be withheld if a teacher is in capability proceedings.
Are there any changes for a teacher applying to move through the threshold (M6 – UPR)?
You can still require an application to go onto the Upper Pay Range from the Main Pay Range. That is not automatic and the relevant section from the STPCD is included below:
“15.2. An application from a qualified teacher will be successful where the relevant body is satisfied:
a) that the teacher is highly competent in all elements of the relevant standards; and
b) that the teacher’s achievements and contribution to an educational setting or settings are substantial and sustained.
15.3. The pay policy shall set out the process for assessing applications and make clear how the relevant body will interpret the criteria in paragraph 15.2.”
Are there any reasons a teacher would not receive pay progression?
The STPCD states:
d) Any relevant body that chooses to retain performance related pay as set out in their pay policy, may only withhold progression for reasons related to poor performance. For all other schools, progression may only be withheld if a teacher is in capability proceedings.
Some pay policies go one step further than this and clarify that ‘capability proceedings’ is ‘formal capability’ rather than any informal capability stages.
If you have any questions regarding the above, please do not hesitate to contact a member of the Cook Lawyers team.
