Pay

The Government has sought to undermine the national pay system by ending fixed pay scales, imposing PRP on all teachers and giving schools ever-increasing powers over pay. The NUT believes that all of this will create much greater inequality and discrimination in teachers’ pay. The Union continues to work to ensure that school pay policies are fair, transparent and protect teachers’ pay entitlements. Advice and guidance to this effect is set out below. There is also a suite of documents on teachers' pay in the Self-Help A-Z section of the website.

pay

School Teachers' Pay 2016-2017

School Teachers' Pay 2016-2017

Joint advice from the NUT and other unions on school teachers' pay from September 2016 is available here. It advises that all teachers should receive a 1% increase from September and contains pay scales which reflect that 1% increase. The advice is endorsed by ASCL, ATL, NAHT, UCAC and Voice as well as NUT.

The School Teachers' Review Body (STRB) told the Government that an increase in teachers' pay 'significantly higher than 1%' is required in order to recruit and retain enough teachers over coming years - and that schools will need more funding to allow for this. See the NUT press release for more details.

Winning on pay and appraisal – an NUT toolkit

The NUT pay toolkit is a set of advice documents for NUT members and NUT representatives intended to help teachers secure pay progression, by taking collective action to resist pay policies which would reduce rates of pay progression or by pursuing and winning appeals against decisions that individual teachers should not progress.

Pay Progression In 2016: NUT/ATL Survey Report, February 2017

Pay Progression In 2016: NUT/ATL Survey Report, February 2017

This joint ATL/NUT member survey investigates pay progression decisions for September 2016 and teachers’ views on the impact and fairness of the new performance related pay framework. This survey attracted 13,000 responses making it the largest available survey on pay progression. The findings show that NUT/ATL fears about cuts in pay progression and about potential bias and discrimination appear to be justified.

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