2024 School Teachers' Pay and Conditions Document

The 2024 School Teachers’ Pay and Conditions Document (STPCD) has been published by the DfE.  This includes confirmation of the new teaching pay range values which are applicable from 1st September 2024 as follows: 

• A 5.5% uplift to the: 

• minimum and maximum values of all the teaching and leadership pay ranges 

• advisory pay points (where schools follow these) 

• minimum and maximum values for TLR and SEN allowances  

The STPCD and new pay ranges can be viewed here >>

Implementing the Changes: 

The 2024 STPCD is not a legal document until 8th November when the parliamentary process of finalising the legislation concludes.  Whilst it is not expected that the Pay Order will change the published STPCD 2024, it could.  Therefore Maintained Schools, for whom the STPCD is a statutory document, and Academies, which follow STPCD, terms should wait for this to be completed before actioning any pay increases for September 2024   

Schools and Academies should review their current Pay Policy and update the pay progression arrangements with the salary values for September 2024. 

Pay Decisions for September 2024: 

Pay Decisions for September 2024 should continue to be based on evidence of performance from the appraisal cycle for 2023/24. The School’s current Pay Policy should detail the pay progression criteria against which a Teacher will be assessed. 

A review of performance should take place before any pay recommendation and decision is made.  

Schools may wish to adopt the STPCD advisory pay points for main, upper and unqualified teachers. The DfE supports their use in order to assist Schools / Academies in operating a transparent and coherent pay pathway where appropriate salary differentials are maintained. However the published points are discretionary and Schools may continue to use points of different values or alternative non-points based approaches to pay progression. 

Reviewing the Pay Policy to reflect the changes for the 2024/25 Pay and Appraisal Cycle 

From the 2024/25 Pay and Appraisal Cycle, Schools / Academies will no longer be required to operate performance related pay for Teachers and Leadership Teachers. Schools / Academies may choose to retain some or all elements of the current performance related pay arrangements should they wish. 

However, the statutory requirement for Maintained Schools to appraise teachers remains and pay decisions should continue to be made after the completion of the annual appraisal cycle each September.   

Schools / Academies which wish to retain performance related pay should clearly state within their Pay and Appraisal Policies that this is the case and the criteria which will be considered to assess the performance and award pay progression. 

DfE Guidance is clear that where a School / Academy chooses to retain performance related pay – consideration should be given to minimising any additional workload for Individual Teachers, Line Managers, School Leaders and the Governing Body. 

Other changes confirmed within the STPCD:

Two previously announced changes were also confirmed within the newly published STPCD: 

• Planning, Preparation and Assessment Time – Teachers may now request to undertake this dedicated time away from the School site.  Schools are expected to accommodate such requests where ‘reasonably’ appropriate’ 
• A list of administrative tasks which teachers should not ordinarily be expected to undertake has been re-instated within the statutory Annex 5 of the STPCD.
  

Checklist of Actions for Schools:

• Consider carefully how much is available in the budget for pay increases 

• Update the School’s current Pay Policy with the new salary values from September 2024 

• Complete the end of year appraisals and make pay recommendations /decisions where performance is meeting expectations 

• Determine the pay uplift to be applied in line with the principles set out in the School’s Pay Policy  

• Consider whether to assimilate to the STPCD advisory pay points 

• Review and revise the School’s Pay Policy to reflect the School’s approach to pay progression for the next pay and appraisal cycle .   

• Consult locally with teachers and unions on any material changes before Governors ratify the revised policy 

• Provide teacher with a written pay statement and notify payroll provider to uplift salaries backdated to 1st September. 

Kent Maintained Schools are advised to consider any advice issued by the Local Authority regarding the implementation of the pay award and changes to performance related pay. 

HR Connect Customers should also refer to additional guidance available on our portal.