Teachers' Pay Award Confirmed

Summary of this year’s changes

The 2023 School Teachers’ Pay and Conditions Document (STPCD) has now been published by the DfE. This includes confirmation of the new teaching pay range values which are applicable from 1 September 2023.

• A 6.5% uplift to the minimum and maximum values of all the teaching and leadership pay ranges, advisory pay points and the minimum and maximum values for TLR and SEN allowances
• A higher uplift to the minimum of the main pay range to achieve the Government’s commitment of a £30,000 starting salary for new teachers in England and Wales

There have been no other changes to teachers’ pay and conditions this year.

The updated STPCD and new salary ranges for all teaching pay scales and advisory pay points can be viewed in Annex 3 and 4 of the STPCD

Implementing the Changes

Pay Decisions for September 2023 continue to be based on evidence of performance through the appraisal cycle for 2022/23. A review of performance should take place before any pay recommendation is made.

Schools and Academies should review their current pay policy and update the pay progression arrangements with the salary values for September 2023.

The 2023 pay award should be implemented in line with the principles and framework for pay progression set out in the School’s 2022/23 pay policy.

Schools may wish to adopt the STPCD advisory pay points for main, upper and unqualified teachers. These are discretionary and Schools may continue to use points of different values or alternative non-points-based approaches to pay progression.

Any pay increases should be backdated to 1 September 2023.

Local Authority Advice to Kent Maintained Schools

The Local Authority expects that all Community and Voluntary Controlled schools will use the HR Connect Model Pay Policy as the basis for their school policy. The policy is also recommended for consideration for adoption by Foundation and Voluntary Aided Schools

It is recommended that Schools carefully consider the financial affordability implications of any pay progression decisions. Consideration should be given to the implications for both the current financial year and future years.

Where a School does not follow the advisory points and continues to use alternative models for pay progression - they will need to carefully consider how to manage pay progression to allow for meaningful and proportionate rates of pay progression for teachers paid above the minimum value.

Further Information

• 2023 School Teachers’ Pay and Conditions Document
• DfE Guidance - Implementing your School’s Approach to Pay

HR Connect Customers can access the Model Pay Policy and Guidance via the customer portal. Non customers are advised to contact hradvisory@hrconnect.org.uk.

Schools may also wish to refer to the Teachers’ Pay Update webinar produced by HR Connect for further guidance on the management of teachers pay. This can be viewed at HR Connect