The Government published the School Teachers' Review Body (STRB) remit on 16 November, asking for pay recommendations for all teachers and school leaders in 2023/24.
Introduction
The Government published the School Teachers' Review Body (STRB) remit on 16 November, asking for pay recommendations for all teachers and school leaders in 2023/24. The remit highlighted that the aim should be to promote recruitment and retention, whilst taking into account the Government’s commitment to uplift starting salaries to £30,000 by 2023 and considering cost pressures facing both the school system as a whole and individual schools. The remit focuses particular importance on having regard to the Government’s inflation target (2 per cent) when forming recommendations.
The STRB has also been invited to offer an initial view on areas within the STRB’s scope which would most benefit from future exploration to support the shared aim of providing a coherent and fulfilling career path for teachers and leaders.
The LGA, in its role as secretariat for NEOST, consulted stakeholders via an online survey (with one response allowed per organisation) which was launched in November and closed on 19 December 2022.
The survey questions aimed to extract evidence (including anecdotal evidence and estimates in the absence of facts or research) to inform the NEOST response back to the STRB with the aim of influencing the STRB recommendations.
| TOTAL NUMBER OF RESPONSES TAKEN INTO CONSIDERATION | 102 |
| Local Authority Responses | 64 |
| Employer Link Responses | 38 |
Questions 1 and 2 asked respondents for their organisation and email addresses.
PAY POLICY
Q3. In previous surveys the vast majority of LAs have signalled in principle, support for the proposed £30k starting salary by 2023, and we want to test if this is still the case. Therefore, do you support a £30k starting salary for teachers in 2023, in line with the Government’s current pay policy.
| Yes | 96 responses (94%) |
|---|---|
| No | 2 responses (2%) |
| Don't Know | 4 responses (4%) |
Q4. Should the 2023/24 pay award be applied to all ranges equally (i.e. a uniform percentage uplift) or should it be applied in a targeted way to address any recruitment and retention pressures? (Please note the proposed increase in the starting salary for the pay range in England from £28,000 to £30,000 equates to a 7.14% increase)
| Yes, pay award to be applied to all ranges equally | 31 responses (30%) |
| No, pay award to be applied in a targeted way to address any recruitment and retention pressures. | 22 responses (22%) |
| No, graduated increases on the main pay range, to accommodate the £30k starting salary and a headline figure for M6 and all other pay ranges as in STPCD 2022. | 37 responses (36%) |
| Other | 9 responses (9%) |
| Left Blank | 3 responses (3%) |
If you responded OTHER to Question 4, please explain
Please See APPENDIX C FOR COMMENTS
Q6. if a targeted approach is taken, which pay range(s) should be the priority?
| Leadership Range | 5 responses (5%) |
| Leading Practitioner | 0 |
| Upper Pay Range | 3 responses (3%) |
| Main Pay Range | 32 responses (31%) |
| Early Careers Teachers | 16 responses (16%) |
| Unqualified Teachers | 2 responses (2%) |
| Other | 12 responses (12%) |
| Left Blank | 32 responses (31%) |
Q7. If you responded OTHER to Question 6, please explain below:
Please See APPENDIX C FOR COMMENTS
Q8. When thinking about recruitment and retention of good teachers and leaders,` what pay progression model would your schools prefer to operate?
| Option A: Automatic pay progression within a pay range, subject to good performance. | 73 responses (72 %) |
| Option B: Pay directly linked to an individual teacher/leader’s performance i.e. PRP | 21 responses (21%) |
| Other | 4 responses (4%) |
| Don't Know | 3 responses (3%) |
| Left Blank | 1 response (1%) |
Q9. What are the main reasons for your choice to Question 8 if you selected Option A? Please select one and then go to Question 11.
| Process seen as supporting the R & R of good teachers and leaders and seen as “fair” and transparent | 60 responses (59%) |
| Best affordable model i.e. not enough money in the school’s budget to adequately fund pay differentials based on individual’s performance. | 3 responses (3%) |
| Reduce unnecessary bureaucracy | 19 responses (19%) |
| Left Blank | 20 responses (20%) |
Q10. What are the main reasons for your choice to Question 8 if you selected Option B. Please select one.
| Process that helps to drive improved performance within existing budgets. | 11 responses (15%) |
| Process that enables appropriate challenge of poor performance. | 8 responses (11%) |
| Process that balances resource input against likely benefits for the school teacher. | 4 responses (6%) |
| Left Blank | 48 responses (68%) |
School finances - affordability
(These questions focussed on impact, affordability, and budgeting)
You may wish to consider:
- The autumn statement announced that schools will receive £2bn in extra funding for 2023/24, which we understand to be new money for schools. The Institute for Fiscal Studies have said that it would allow schools to return to at least 2010 levels in real terms, representing a 4% increase in school funding for 2023-24.
- Balanced against the current and forecast rates of inflation, in particular, the potential further increases in energy costs and the future school support staff pay award for 2023 in the context of the current schools AT/LA budget position.
Q11. What is your LA/AT recommendations for schools to budget (expressed as an overall percentage uplift) – in respect of any estimated 2023/24 teachers’ pay award.
| 0-0.99% | 1 response (1%) |
| 1 – 1.99% | 0 |
| 2 – 2.99% | 22 responses (22%) |
| 3 – 3.99% | 36 responses (35%) |
| 4 – 4.99% | 17 responses (17%) |
| 5%+ | 20 responses (20%) |
| Left Blank | 26 responses (6%) |
Q12. What would your LA/AT generally consider to be affordable for all schools in your area (expressed as an overall percentage uplift) in respect of any estimated 2023/24 teachers’ pay award.
| 0 % | 13 responses (13%) |
| 0 – 0.99% | 4 responses (4%) |
| 1 – 1.99% | 11 responses (11%) |
| 2 – 2.99% | 38 responses (37%) |
| 3 – 3.99% | 25 responses (25%) |
| 4 -4.99% | 3 responses (3%) |
| 5%+ | |
| Left Blank | 8 responses (8%) |
Q13. In the context to your answer to Question 11, how significant an impact on your budgets would any higher percentage uplift in relation to the teachers’ pay award for 2023/24 be?
| Significant impact | 83 responses (81%) |
| Moderate | 15 responses (15%) |
| Little impact in 2023/24 due to the option to use of "one off" reserves | |
| No impact at all due to projected healthy budget | |
| Left Blank | 4 responses (4%) |
Q14. If there will be a moderate or significant impact in reforecasting of budgets, what changes are likely to be considered to balance the schools budget? Please select the top three.
| Reduction in staffing – too early to say which roles | 75 responses (25%) |
| Reduction in estate investment/IT/logistical budgets | 57 responses (19%) |
| Reduction in enrichment activities | 45 responses (15%) |
| Reduction in curriculum offer to pupils | 38 responses (13%) |
| Reduction in teaching assistant roles | 34 responses (11%) |
| Reduction in out of hours service (e.g. breakfast/after schools’ clubs) | 19 responses (6%) |
| Reduction in admin roles | 11 responses (4%) |
| Reduction in teaching roles | 9 responses (3%) |
| Reduction in pastoral support roles | 9 responses (3%) |
| Left Blank | 3 responses (1%) |
Q15. SCHOOL FINANCES – Which, if any types of schools, are experiencing the greatest difficulty?
| Primary | 45 responses (44%) |
| Secondary | 8 responses (8%) |
| Special Schools | 18 responses (18%) |
| Alternative Provision | |
| Smaller Schools | 25 responses (25%) |
| Left Blank | 6 responses (6%) |
Recruitment challenges
Secondary Recruitment
Q16. Are secondary schools in your local authority area currently experiencing difficulties with recruitment of Heads, Senior Leadership, Experienced Teachers, Early Careers Teachers
Where 1 is Not Difficult to Recruit and 5 is Most Difficult to Recruit to
| 1 | 2 | 3 | 4 | 5 | |
| Heads |
7 responses |
15 responses (19%) |
26 responses (32%) |
22 responses (27%) |
11 responses (14%) |
| Senior Leadership | 0 response (0) | 26 responses (31%) | 33 responses (39%) | 19 responses (23%) | 6 responses (7%) |
| Experienced Teachers |
0 response (0) |
9 responses (10%) |
30 responses |
24 responses (28%) |
23 responses (27%) |
| Early Careers Teachers |
5 responses (6%) |
21 responses (24%) | 26 responses (30%) | 24 responses (28%) | 10 responses (12%) |
Primary Recruitment
Q17. Are primary schools in your local authority area currently experiencing difficulties with recruitment of Heads, Senior Leadership, Experienced Teachers, Early Careers Teachers
Where 1 is Not Difficult to Recruit and 5 is Most Difficult to Recruit to
| 1 | 2 | 3 | 4 | 5 | |
| Heads | 5 responses (6%) |
11 responses (13%) |
24 responses (28%) |
27 responses (31%) |
20 responses (23%) |
| Senior Leadership | 4 responses (5%) |
21 responses (24%) |
26 responses (30%) |
30 responses (34%) |
6 responses (7%) |
| Experienced Teachers | 1 response (1%) |
15 responses (17%) |
26 responses (29%) |
31 responses (34%) |
17 responses (19%) |
| Early career teachers | 11 responses (12%) |
27 responses (30%) |
22 responses (24%) |
20 responses (22%) |
10 responses (11 %) |
Retention challenges
Secondary Retention
Q18. Are secondary schools in your local authority area currently experiencing difficulties with retention of Heads, Senior Leadership, Experienced Teachers, Early Careers Teachers
Where 1 is Not Difficult to Retain and 5 is Most Difficult to Retain
| 1 | 2 | 3 | 4 | 5 | |
| Heads | 11 responses (14%) |
27 responses (34%) | 19 responses (24%) | 15 responses (19%) | 8 responses (10%) |
| Senior Leadership |
8 responses |
29 responses (35%) |
25 responses (30%) |
16 responses (19%) |
6 responses (7%) |
| Experienced Teachers | 2 responses (2%) |
19 responses (22%) |
35 responses (41%) |
19 responses (22%) |
11 responses (13%) |
| Early Career Teachers | 4 responses (5%) |
22 responses (26%) |
32 responses (38%) |
22 responses ( 26%) |
4 responses (5%) |
Primary Retention
Q19. Are primary schools in your local authority area currently experiencing difficulties with retention of Heads, Senior Leadership, Experienced Teachers, Early Careers Teachers
Where 1 is Not Difficult to Retain and 5 is Most Difficult to Retain
| 1 | 2 | 3 | 4 | 5 | |
| Heads | 12 responses (15%) |
25 responses (31% ) | 21 responses (26%) | 20 responses (25%) |
3 responses (4%) |
| Senior Leadership | 8 responses (9%) |
27 responses (31%) |
33 responses (38%) |
18 responses (21%) |
0 responses (0%) |
| Experienced Teachers | 3 responses (3%) |
21 responses (24%) |
33 responses (38%) |
27 responses (31%) |
3 responses (3%) |
| Early Careers Teachers | 6 responses (7%) |
25 responses (29%) |
33 responses (39%) |
19 responses (22%) |
2 responses (2%) |
General recruitment and retention challenges
Q20. How significant are the following factors for recruitment and retention challenges for schools?
Where 1 is Not Significant and 5 is Most Significant
| 1 | 2 | 3 | 4 | 5 | |
| Level of Pay | 5 responses (5%) |
11 responses (11%) |
25 responses (26%) |
31 responses (32%) |
25 responses (26%) |
| Workload | 0 response (0) |
2 responses |
7 responses (7%) |
31 responses (32%) |
57 responses (59%) |
| Wellbeing |
0 response |
4 responses (4%) |
16 responses (16%) |
42 responses (43%) |
35 responses (36%) |
| OFSTED | 3 responses (3%) |
17 responses |
33 responses (35%) |
26 responses (28%) |
15 responses (16%) |
| Levels of Deprivation | 6 responses (6%) |
27 responses (29%) |
30 responses (32%) |
15 responses (16%) |
15 responses (16%) |
Q21. How significant are the following geographical factors for recruitment and retention challenges for schools?
Where 1 is Not Significant and 5 is Most Significant
| 1 | 2 | 3 | 4 | 5 | |
| Coastal Towns | 22 responses (34%) |
4 responses (6%) |
11 responses (17%) |
15 responses (23%) |
12 responses (19%) |
| Rural Communities | 14 responses (20%) |
6 responses (8%) |
12 responses (17%) |
25 responses (35%) |
14 responses (20%) |
| Urban/Inner City | 8 responses (11%) |
17 responses (24%) |
21 responses (30%) |
19 responses (27%) |
6 responses (8%) |
| Smaller Schools | 5 responses (6%) |
7 responses (9%) |
21 responses (27%) |
25 responses (32%) |
19 responses (25%) |
Broader structural reform with the existing scope of the strb
Q22. Does the current STPCD sufficiently recognise and support distinct career stages and roles?
| Yes | 58 responses (56 %) |
| No | 44 responses (43%) |
| Left Blank | 2 responses (1%) |
Q23. Are there roles in your schools and organisations that do not currently fit into the STPCD framework that you would want to see?
| Yes | 62 responses (61%) |
| No | 37 responses (36%) |
| Left Blank | 3 responses (3%) |
Q24. If you indicated YES to Question 23, please select from the options below.
Please select all that apply.
| Chief Executive Officer | 30 responses (17 %) |
| Executive Head | 48 responses (28%) |
| Head of School | 37 responses (21%) |
| Education Director | 20 responses (12%) |
| Head of School Improvement | 18 responses (10%) |
| Other | 8 responses (5%) |
| Left Blank | 12 responses (5%) |
Q25. If you responded OTHER to Question 24, please explain below:
Q26. Do you want to see the UPR retained?
| Yes | 68 responses (67%) |
| No | 11 responses (11%) |
| Don't Know | 22 responses (21%) |
| Left Blank | 1 response (1%) |
Q27. Does the current guidance setting out the criteria for Upper Pay Range teachers need to be reviewed?
| Yes | 75 responses (73 %) |
| No | 16 responses (16%) |
| Don't Know | 10 responses (10%) |
| Left Blank | 1 response (1%) |
Q28. Does the current guidance on setting school leader pay need to be reviewed?
| Yes | 76 responses (74%) |
| No | 20 responses (20%) |
| Don't Know | 5 responses (5%) |
| Left Blank | 1 response (1%) |
Q29. If you chose YES in Question 28 please explain your reasons?
| To take into account current and emerging leadership models in schools | 60 responses |
| To review the framework for setting leadership pay. | 56 responses |
| To review the framework in which a Head Teacher can be paid over 25% of the range | 43 responses |
| Left Blank | 27 responses |
Questions 30-32. From an employer perspective would your LA/AT want these changes in the STPCD?
| No | Yes | Don't Know | Left Blank | |
| Ability of Upper Pay Range teachers to voluntarily move back to main pay range within the school they are currently working. | 2 responses (2%) |
95 responses (94%) |
4 responses (4%) |
0 response 0 |
| A review and reduction of salary safeguarding from 3 years | 7 responses (7%) |
86 responses (84%) |
7 responses (7%) |
2 responses (2%) |
| Introduction of an apprentice pay range | 18 responses (18%) |
61 responses (60%) |
21 responses (21%) |
2 responses (2%) |
Combined NEOST and employer link subscriber questions
Consultation conducted online with one response allowed per organisation Deadline: 12 noon on 19 December 2022
Questions 1 and 2 asked respondents for their organisation and email addresses.
Pay Policy
Q3. In previous surveys the vast majority of LAs have signalled in principle, support for the proposed £30k starting salary by 2023, and we want to test if this is still the case. Therefore, do you support a £30k starting salary for teachers in 2023, in line with the Government’s current pay policy.
- Yes
- No
- Don't Know
Q4. Should the 2023/24 pay award be applied to all ranges equally (i.e., a uniform percentage uplift) or should it be applied in a targeted way to address any recruitment and retention pressures? (Please note the proposed increase in the starting salary for the pay range in England from £28,000 to £30,000 equates to a 7.14% increase),
- Yes, pay award to be applied to all ranges equally
- No, pay award to be applied in a targeted way to address any recruitment and retention pressures.
- No, graduated increases on the main pay range, to accommodate the £30k starting salary and a headline figure for M6 and all other pay ranges as in STPCD 2022.
- Other
Q5. If you responded OTHER to Question 4, please explain
Q6. if a targeted approach is taken, which pay range(s) should be the priority?
- Leadership Range
- Leading Practitioner
- Upper Pay Range
- Main Pay Range
- Early Careers Teachers
- Unqualified Teachers
- Other
Q7. If you responded OTHER to Question 6, please explain
Q8. When thinking about recruitment and retention of good teachers and leaders, ` what pay progression model would your schools prefer to operate?
- Option A: Automatic pay progression within a pay range, subject to good performance.
- Option B: Pay directly linked to an individual teacher/leader’s performance i.e., PRP
- Other
- Don’t Know
Q9.What are the main reasons for your choice to Question 8 if you selected Option A? Please select one and then go to Question 11.
- Process seen as supporting the R & R of good teachers and leaders and seen as “fair” and transparent
- Best affordable model i.e. Not enough money in the school’s budget to adequately fund pay differentials based on individual’s performance.
- Reduce unnecessary bureaucracy
Q10. What are the main reasons for your choice to Question 8 if you selected Option B. Please select one.
- Process that helps to drive improved performance within existing budgets.
- Process that enables appropriate challenge of poor performance.
- Process that balances resource input against likely benefits for the school teacher.
School Finances and Affordability
(These questions focussed on impact, affordability, and budgeting)
You may wish to consider: c) The autumn statement announced that schools will receive £2bn in extra funding for 2023/24, which we understand to be new money for schools. The Institute for Fiscal Studies have said that it would allow schools to return to at least 2010 levels in real terms, representing a 4% increase in school funding for 2023-24. d) Balanced against the current and forecast rates of inflation, in particular, the potential further increases in energy costs and the future school support staff pay award for 2023 in the context of the current schools AT/LA budget position.
Q11. What is your LA/AT recommendations for schools to budget (expressed as an overall percentage uplift) – in respect of any estimated 2023/24 teachers’ pay award.
- 0%
- 0-0.99%
- 1-1.99%
- 2-2.99%
- 3-3.99%
- 4-4.99%
- 5%+
Q12. What would your LA/AT generally consider to be affordable for all schools in your area (expressed as an overall percentage uplift) in respect of any estimated 2023/24 teachers’ pay award.
- 0%
- 0-0.99%
- 1-1.99%
- 2-2.99%
- 3-3.99%
- 4-4.99%
- 5%+
Q13. In the context to your answer to Question 11, how significant an impact on your budgets would any higher percentage uplift in relation to the teachers’ pay award for 2023/24 be?
- Significant impact
- Moderate
- Little impact in 2023/24 due to the option to use of “one off” reserves
- No impact at all due to projected healthy budget
Q14. If there will be a moderate or significant impact in reforecasting of budgets, what changes are likely to be considered to balance the schools budget? Please select the top three.
- Reduction in admin roles
- Reduction in teaching assistant roles
- Reduction in teaching roles
- Reduction in pastoral support roles
- Reduction in staffing – too early to say which roles
- Reduction in curriculum offer to pupils
- Reduction in out of hours service (e.g. breakfast/after schools clubs)
- Reduction in enrichment activities
- Reduction in estate investment/IT/logistical budgets
Q15. SCHOOL FINANCES – Which, if any types of schools, are experiencing the greatest difficulty?
- Primary
- Secondary
- Special Schools
- Alternative Provision
- Smaller Schools
Recruitment Challenges:
Where 1 is Not Difficult to Recruit and 5 is Most Difficult to Recruit to
Secondary Recruitment
Q16. Are secondary schools in your local authority area currently experiencing difficulties with recruitment of Heads, Senior Leadership, Experienced Teachers, Early Careers Teachers
Primary Recruitment
Q17. Are primary schools in your local authority area currently experiencing difficulties with recruitment of Heads, Senior Leadership, Experienced Teachers, Early Careers Teachers
Retention challenges
Where 1 is Not Difficult to Retain and 5 is Most Difficult to Retain
Secondary Retention
Q18. Are secondary schools in your local authority area currently experiencing difficulties with retention of Heads, Senior Leadership, Experienced Teachers, Early Careers Teachers
Primary Retention
Q17. Are primary schools in your local authority area currently experiencing difficulties with retention of Heads, Senior Leadership, Experienced Teachers, Early Careers Teachers
GENERAL RECRUITMENT AND RETENTION CHALLENGES
Where 1 is Not Significant and 5 is Most Significant
Q20. How significant are the following factors for recruitment and retention challenges for schools?
- Levels of pay
- Workload
- Wellbeing
- OFSTED
- Levels of Deprivation
Q21. How significant are the following geographical factors for recruitment and retention challenges for schools?
- Coastal Towns
- Rural Communities
- Urban/Inner City
- Smaller Schools
BROADER STRUCTURAL REFORM WITH THE EXISTING SCOPE OF THE STRB
Q22. Does the current STPCD sufficiently recognise and support distinct career stages and roles?
- Yes
- No
Q23. Are their roles in your schools and organisations that do not currently fit into the STPCD framework that you would want to see?
- Yes
- No
Q24. If you indicated YES to Question 23, please select from the options below.
Please select all that apply.
- Chief Executive Officer
- Executive Head
- Head of School
- Education Director
- Head of School Improvement
- Other
Q25. If you responded OTHER to Question 24, please explain.
Q26. Do you want to see the UPR retained?
- Yes
- No
- Don’t Know
Q27. Does the current guidance setting out the criteria for Upper Pay Range teachers need to be reviewed?
- Yes
- No
- Don’t Know
Q28. Does the current guidance on setting school leader pay need to be reviewed?
- Yes
- No
- Don’t Know
Q29. If you chose YES in Question 28 please explain your reasons?
- To take into account current and emerging leadership models in schools
- To review the framework for setting leadership page
- To review the framework in which a Head Teacher can be paid over 25% of the range
Questions 30-32. From an employer perspective would your LA/AT want these changes in the STPCD?
Categories:
1. Ability of Upper Pay Range teachers to voluntarily move back to main pay range within the school they are currently working.
2. A review and reduction of salary safeguarding from 3 years
3. Introduction of an apprentice pay range
Options:
- Yes
- No
- Don’t Know
Q33. If there are other changes that you would like to see included in future STPCDs that are not covered in Questions 30-32 please add.
Q34. What other factors should be considered in supporting an effective career path?
FURTHER INFORMATION
Q35. Is there any other financial data, or comments you wish to share.