We set out below the NEU response to the consultation on the 34th School Teachers’ Review Body (STRB) Report and the draft 2024 School Teachers’ Pay and Conditions Document (STPCD).
Joint response from the unions representing the vast majority of teachers and school leaders in England.
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The School Teachers’ Pay and Conditions Document (STPCD) requires every school to have a pay policy to determine how pay decisions are made
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A workload reduction taskforce has recommended that the requirement for maintained schools to adopt performance-related pay (PRP) be removed.
Pay appeals can be used to challenge unfair pay decisions.
Teaching and learning responsibility payments (TLRs) are an essential part of the teacher pay system.
The NEU is aware that many schools – particularly, though not exclusively, primary schools – claim that movement onto or within the upper pay range (UPR) is dependent on a teacher undertaking additional responsibilities.
A key issue for many teachers is that their school has adopted a pay policy stating that progression on the upper pay range (UPR) should only be considered every two years.
The NEU is deeply concerned that support staff members are regularly working beyond their contracted hours and taking on additional duties outside their job role without pay.
If you work in a multi-academy trust (MAT), understanding how your employer organises its finances and how much it takes from each of its academies to fund ‘central services’ is important.
