Supporting Information

Publication of the 34^th STRB Report and Draft STPCD for 2024

As detailed in a ministerial statement published on July 29th the Secretary of State For Education accepted the STRB’s recommendations for the 2024 teacher pay award in full. 

The pay-related headline is as follows:

• A 5.5 per cent uplift to all pay points and allowances for both teachers and leaders applicable from September 1st, 2024.

In addition, a draft version of the School Teachers’ Pay and Conditions Document (STPCD) for 2024 has been published and the proposed changes include the following:

• The removal of the performance related pay requirement from September 1st, 2024.
• The publication of two revised non-statutory guidance documents on Teacher Appraisal and Capability and Managing Teachers Pay (note these are not included in the government’s consultation process as we had previously been lead to believe).
• Moving the list of administrative tasks that teachers should not ordinarily be expected to do from an annex in Section 3 (guidance) to an annex in Section 2 (main body of STPCD). Schools will recall that the publication of this list was one of the recommendations that came out of the government’s Workload Reduction Taskforce earlier this year and had already been published.
• Clarifying that "Where reasonable appropriate and agreed by both the individual teacher and the relevant body, PPA can be taken in one weekly unit and it can be taken away from the school site".

More details of the changes in wording in the draft 2024 STPCD can be found here.

A ten-week statutory consultation was subsequently initiated by the Government which will run until approximately September 30th. HR and Schools’ Finance will provide input to this consultation on behalf of WSCC through the National Employers' Organisation for School Teachers (NEOST).

The following provides a list of the 13 changes in wording included in the draft 2024 STPCD. 

Note 1 – this list does not include the changes that have been made to the various pay ranges in the draft STPCD to reflect the teachers’ pay award.

Note 2 - these changes will be used to form the basis of the updates that are made to the West Sussex Schools’ Model Pay Policy and associated documents.

Change 1 

Section 1, page 5, in the paragraph titled ‘Summary of changes to pay and conditions since 2023’ reads as follows: “…the changes in this version of the Document relate to the 2024 pay award, the removal of performance related pay as a requirement in the Document from September 2024 and changes relating to Planning, Preparation and Assessment time...”

Change 2 

Section 2, part 2, page 17, in the paragraph titled ‘Determination of leadership pay ranges’ – the last sentence of 9.2 now reads “…The relevant body must ensure that there is appropriate scope within the range to allow for progression over time…” (it previously read “…The relevant body must ensure that there is appropriate scope within the range to allow for performance-related progression over time…”).

Change 3 

Section 2, part 2, page 18, in the paragraph titled ‘Pay progression for leadership group members’ – 11.2 has been updated to remove all references to ‘pay progression’ and ‘performance’ and now reads as follows:

“…11.2 The relevant body must decide how pay progression will be determined, subject to the following:

1. A recommendation on pay must be made in writing as part of the individual’s appraisal report, and in making its decision the relevant body must have regard to this recommendation;
2. Where in accordance with the provisions of an earlier Document the relevant body has determined a pay range the maximum of which exceeds the highest salary payable under this Document it must continue to pay any salary determined by reference to that pay range until such time as it reassesses the pay range for its leadership posts under the provisions of this Document…”

Change 4 

Section 2, part 3, page 23, in the paragraph titled ‘The leading practitioner pay range from 1 September 2024’ – 16.2 has been updated to remove reference to ‘performance related’ and now reads as follows:

“…16.2 The relevant body must ensure that there is appropriate scope within each individual pay range to allow for pay progression over time…”

Change 5 

Section 2, part 3, page 24, the paragraph that was titled ‘Pay progression linked to performance’ is now titled ‘Pay Progression’ – 19.2 has been updated and now reads as follows:

“…19.2 The relevant body must decide how pay progression will be determined, subject to the following:

1. 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;
2. pay progression must be awarded, subject to the following exceptions: 

1.1.1 any relevant body that chooses to retain performance related pay, as set out in their pay policy, may decide to withhold progression for reasons related to poor performance

1.1.2 any relevant body that chooses not to retain performance related pay, as set out in their pay policy, may decide to withhold progression if a teacher is in capability proceedings

1. in the case of early career  teachers   (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( ).  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.
2. 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;…” 

Change 6 

In section 2, part 7, page 45, in the paragraph titled ‘Management of staff and resources’ – 46.9 has been updated to remove the reference to ‘pay progression’ and now reads as follows:

“…46.9 Develop clear arrangements for managing appraisal and advise the relevant body on pay recommendations for teachers, including on whether a teacher at the school who applied to be paid on the upper pay range should be paid on that range…”

Change 7 

In section 2, part 7, page 51, in the paragraph titled ‘Guaranteed planning and preparation time’ – the last two sentences of 52.5 now read as follows:

“…52.5… Where reasonably appropriate and agreed by both the individual teacher and the relevant body, PPA can be taken in one weekly unit and it can be taken away from the school site. A teacher must not be required to carry out any other duties during the teacher’s PPA time…”  

Change 8 

In section 2, part 7, page 52, in the paragraph titled ‘Administration and external examinations’ – 52.8 has had the following sentence added to it at the end:

“…52.8… Annex 5 provides more detail on the administrative tasks that teachers should not routinely be expected to undertake and the process for establishing whether a task does require the professional expertise of a teacher…” 

Change 9 

Annex 5 of section 2 has been added on pages 67-69 and has been deleted from section 3.

Change 10 

In section 3, in the Pay Policy paragraph, point 4, on page 70 has been updated. It previously read: “…All relevant bodies – both governing bodies and LAs where they are the relevant body, including for all unattached teachers – must have a pay policy. This should be linked to the appraisal policy…” and it now reads “…All relevant bodies – both governing bodies and LAs where they are the relevant body, including for all unattached teachers – must have a pay policy…”. Thereby, removing the requirement for the pay policy to be linked to the appraisal policy.

Change 11 

In section 3, in the Pay Policy paragraph, point 7, on page 7 has been updated to reflect a change of name to a DfE document. It was previously titled ‘Implementing Your School’s Approach To Pay’ and is now titled ‘Managing Teachers’ Pay’. 

Change 12 

In section 3, in the Progression paragraph, point 27 has been updated to remove references to ‘performance’ and now reads as follows: “…The relevant body should ensure that it has regard to the criteria for leadership group progression and any recommendation on pay progression recorded in the teacher’s most recent appraisal report and any considerations set out in the relevant body's own pay policy…”.  

Change 13 

As mentioned above, Annex 5 of section 3 on pages 90-92 has been deleted and moved to section 3.

Teachers on the Main, Upper and Unqualified Teacher pay scales must be paid a salary within the minimum and maximum of the appropriate scale. For the Main Pay Scale, they are M1 and M6, for the Upper Pay Scale they are UPR1 and UPR3 and for the Unqualified Teacher Pay Scale they are U1 and U6. 

The STPCD sets out Advisory Pay Points for each of these three pay scales to help support decisions about teachers’ pay. 

Although Advisory Pay Points are advisory and not mandatory, we have adopted them in the West Sussex Model Pay Policy and local pay scales for schools since they were re-introduced in 2020/21. 

In previous years when we’ve consulted with headteachers, maintained schools in West Sussex have expressed an almost unanimous desire to maintain a single, county-wide set of pay scales. It is our intention to continue to use the Advisory Pay Points within a single county-wide set of pay scales in 2024/25, but we're seeking confirmation that our school headteachers still support this position through this consultation survey.

The details of the Advisory Pay Points for the Main, Upper, and Unqualified Teachers’ pay scales for 2024/25 in England and the London Fringe (i.e., the Crawley area in West Sussex) are set out below for your information.

Advisory Pay Points For Main Pay and Upper Pay Scales – England

Advisory Pay Points For Main Pay and Upper Pay Scales – Fringe

Advisory Pay Points For Unqualified Teachers’ Pay Scale – England

Advisory Pay Points For Unqualified Teachers’ Pay Scale – Fringe

List of administrative tasks that teachers should not be expected to undertake

1. Managing data and transferring data about pupils into school management systems (e.g. Question Level Analysis) or printing electronic records for paper filing.
2. Reformatting data or re-entry of data into multiple systems.
3. Production of photographic evidence of practical lessons e.g. for assessment purposes or to ‘evidence’ learning.
4. Creation or duplication of files and paperwork perceived to be required in anticipation of inspection, such as copies of evidence portfolios, or regularly updated seating plans.
5. Administration or data analysis relating to wraparound care and preparation of food/meals.
6. Administration of public and internal examinations.
7. Collating pupil reports e.g. reports of pupil examination results.
8. Producing and collating analyses of attendance figures. 
9. Investigating pupil absence 
10. Responsibility for producing, copying, uploading and distributing bulk communications to parents and pupils, including standard letters, school policies, posts on electronic platforms. 
11. Administration relating to school visits, trips and residentials (including booking venues, collecting forms and recording lunch requirements) and of work experience (but not selecting placements and supporting pupils by advice or visits).
12. Organisation, decoration and assembly of the physical classroom space e.g. moving classrooms, moving classroom furniture, putting up and taking down classroom displays. 
13. Ordering, setting up and maintaining ICT equipment, software, and virtual learning environments (VLEs), including adding pupils to VLEs and online subscription platforms.
14. Ordering supplies and equipment.
15. Cataloguing, preparing, issuing, stocktaking, and maintaining materials and equipment, or logging the absence of such.
16. Collecting money from pupils and parents.
17. Administration of cover for absent teachers.
18. Co-ordinating and submitting bids (for funding, school status and the like).
19. Administration of medical consent forms and administering of medication on a routine or day-to-day basis.
20. Taking, copying, distributing or typing up notes (e.g. verbatim notes) or producing formal minutes. 
21. Producing class lists or physical copies of context sheets. 
22. Keeping and filing paper or electronic records and data e.g. in school management systems or physical office files.
23. Bulk photocopying.

During the 2021/22 teachers’ pay award cycle, the teachers’ trade unions raised the following with WSCC: 

“…in the ‘Progression Through The Upper Pay Scale’ section of the Model Pay Policy document it states that progression will be considered every other year. But the School Teachers Pay and conditions Document (STPCD) requires governing bodies to carry out annual pay determination for every teacher and school leader…” 

During the 2022/23 cycle WSCC asked headteachers for their views and the responses were as follows: Every Year = 19%, Every Other Year (i.e., no change) = 77%, Allow Schools To Specify = 2%, Don’t Know = 2%.

Of those who responded ‘Every Other Year’ the main reasons identified from the comments were: the time required (to build substantial evidence, for meaningful/sustainable performance/contribution, to have strategic impact, to demonstrate leadership, more opportunity to demonstrate and develop responsibilities); Cost / Budget / Affordability; Consistency (intra and inter schools avoids confusion/disparity).

Of those who responded ‘Every Year’ the main reasons identified from the comments were: Consistency / Other LAs / Parity.

The teachers’ trade unions have asked that consideration again be given for the West Sussex Model Pay Policy for Schools to be updated to state that pay progression through the Upper Pay Scale should occur every year not every other year. Hence the reason for the inclusion of this question in this headteachers' consultation survey for the 2024/25 cycle.    

A ten-week statutory consultation was initiated by the Government and will run until approximately September 30th. HR and Schools’ Finance will provide input to this consultation on behalf of WSCC through the National Employers' Organisation for School Teachers (NEOST).

The estimated timeline for the draft STPCD for 2024 to be finalised is as follows:

• September 30th, 2024 - close of Government consultation on the draft STPCD and the STRB’s 34th Report.
• Early-mid October - the Secretary of State for Education is advised of the consultation’s outcome.
• October 18th, 2024 - STPCD 2024 Teachers’ Pay Order laid in Parliament.
• October 18th – November 8th, 2024 - 21-day praying period (change during this time is highly unlikely but this allows MPs to raise any objections on the Teachers' Pay Order).
• November 9th, 2024 - the Praying period ends in Parliament, which is the formal end of the process.
• The teachers’ pay award will be backdated to 1 September 2024.

Local Activities

In West Sussex we consult and work with key stakeholders (i.e., school headteachers and the teachers’ trade unions) on local implementation. 

The following summarises the local activities for Teachers’ Pay 2024/25 (dates are subject to change): 

• Update documentation part I – HR will create draft versions of the various policy and guidance documents that will need to be updated between September 4th through to around October 11th.
• Headteachers’ Consultation – survey will run until October 2nd. 
• Info: the 2024 STPCD comes into effect – expected around October 18th.
• Joint Pay Committee meeting – this is when final decisions on the various policy documents including the West Sussex Model Pay Policy and Pay Scales for 2024/25 will be made and is expected to be around October 23rd. Note: the Pay Committee Meeting has to be held after the STPCD has come into effect.
• Update documentation part II – HR will create the final versions of the various policy and guidance documents including the Model School Pay Policy and pay scales, expected around October 24th/25th. Note – the following week is half-term.
• Send the final pay scales to Payroll – this will be done by HR around October 24th/25th.
• Communicate outcome of the Joint Pay Committee meeting and publish documentation to schools on West Sussex Services for Education - to be done by HR through the Education & Skills weekly newsletter and in the Schools’ HR Bulletin, on or around November 6th.  

The following summarises the payroll activities for Teachers’ Pay 2024/25: 

• Payroll activities part I – request progression spreadsheets following the completion of the 2023/24 cycle from schools and make system preparations (i.e., related to the last academic year). 
• Payroll activities part II – implement changes to pay scales in systems, after the Pay Committee Meeting.
• Payroll run – backdating pay increases to September 1st, 2024. The current expectation is that the changes will be reflected in the November 2024 Payroll run assuming there are no delays in the pre-requisite local and payroll activities listed above.