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Appendix C - Employer Link results school teachers' pay 2023-2024 consultation

Consultation conducted online with one response allowed per Employer Link Subscriber. Deadline: 12 noon on 19 December 2022


Background:

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 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: 38

LIST OF RESPONDING ORGANISATIONS can be found on Page 27

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.

The number of responses to the question do you support a starting salary of £30k for teachers in 2023
Yes 36 responses (95%)
No 1 response (2.5%)
Don't Know 1 response (2.5%)

 

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)

The number of responses to the question of should the 2023/24 pay award be applied to all ranges equally
Yes, pay award to be applied to all ranges equally 8 responses (21%)
No, pay award to be applied in a targeted way to address any recruitment and retention pressures. 10 responses (26%)
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.

 
16 responses (42%)
Other 3 responses (8%)
Left Blank 1 response (3%)

 

Q5. If you responded OTHER to Question 4, please explain below:

These responses were excluded in line with our confidentiality agreement and taken into account in our written response to STRB.

Q6. If a targeted approach is taken, which pay range(s) should be the priority?

The number of responses to the question if a targeted approach is taken, which pay range(s) should be the priority
Leadership Range 3 responses
Leading Practitioner 0 response
Upper Pay Range 3 responses (8%)
Main Pay Range 15 responses (39%)
Early Careers Teachers 7 responses (18%)
Unqualified Teachers 2 responses (5%)
Other 2 responses (5%)
Left Blank 6 (16%)

 

Q7. If you responded OTHER to Question 6, please explain below:

These responses were excluded in line with our confidentiality agreement and taken into account in our written response to STRB.

Q8. When thinking about recruitment and retention of good teachers and leaders, ` what pay progression model would your schools prefer to operate?

The number of responses to the question what pay progression model would your schools prefer to operate
Option A: Automatic pay progression within a pay range, subject to good performance. 29 responses (76 %)
Option B: Pay directly linked to an individual teacher/leader’s performance i.e. PRP 6 responses (16%)
Other 2 responses (5%)
Don't Know 1 response (3%)

 

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.

The number of responses to the question of what are your main reasons for your choice to Question 8, if you chose Option A
Process seen as supporting the R & R of good teachers and leaders and seen as “fair” and transparent 25 responses (66%)
Best affordable model i.e. not enough money in the school’s budget to adequately fund pay differentials based on individual’s performance. 1 response (3%)
Reduce unnecessary bureaucracy 4 responses (11%)
Left Blank 8 responses (21%)

 

Q10. What are the main reasons for your choice to Question 8 if you selected Option B. Please select one.

The number of responses to the question what are the main reasons for your choice to Question 8 if you chose Option B
Process that helps to drive improved performance within existing budgets. 1 response (14 %)
Process that enables appropriate challenge of poor performance. 3 responses (43%)
Process that balances resource input against likely benefits for the school teacher. 3 responses (43%)

 

School finances - affordability

(These questions focussed on impact, affordability, and budgeting)

You may wish to consider:

a) 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.

b) 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.

The number of responses to the question what is your LA/AT recommendations for schools to budget in respect to any estimated 2023/24 teachers pay award
0 – 0.99% 0 response
1 – 1.99% 0 response
2 – 2.99% 9 responses (24%)
3 – 3.99% 17 responses (45%)
4 – 4.99% 7 responses (18%)
5%+ 5 responses (13%)
Left Blank 0 response

 

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.

The number of responses to the question what would your LA/AT generally consider to be affordable for all schools in your area for any estimated 2023/24 teachers' pay award
0% 6 responses (16%)
0 – 0.99% 2 responses (5%
1 – 1.99% 1 response (3%)
2 – 2.99% 12 responses (32%)
3 – 3.99% 16 responses (42%)
4 – 4.99%
5%+
Left Blank 1 response (3%)

 

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?

The number of responses to the question of how significant an impact on your budgets would any higher percentage uplift in relation to the teachers' pay award be
Significant impact 32 responses (84 %)
Moderate 6 responses (16%)
Little impact in 2023/24 due to the option to use of “one off” reserves 0
No impact at all due to projected healthy budget 0
Left Blank 0

 

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.

The number of responses to the question of if there will be a moderate or significant impact in reforecasting budgets, what changes are likely to be considered to balance the schools budget, in order from most to least
Reduction in staffing – too early to say which roles 33 responses (29%)
Reduction in estate investment/IT/logistical budgets 25 responses (22%)
Reduction in curriculum offer to pupils 22 responses (19%)
Reduction in enrichment activities 16 responses (14%)
Reduction in out of hours service (e.g.  breakfast/after schools clubs) 8 responses (7%)
Reduction in teaching assistant roles 4 responses (4%)
Reduction in teaching roles 3 responses (3%)
Reduction in admin roles 2 responses (2%)
Reduction in pastoral support roles 1 response (1%)
Left Blank 0

 

Q15. SCHOOL FINANCES – Which, if any types of schools, are experiencing the greatest difficulty?

The number of responses to the question which if any type of schools are experiencing the greatest difficulty
Primary 18 responses (47%)
Secondary 8 responses (21%)
Special Schools 9 responses (24%)
Alternative Provision 0
Smaller Schools 1 response (3%)
Left Blank  2 responses (5%)

 

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

The number of responses to the question are secondary schools in your local authority area currently experiencing difficulties with recruitment of senior members of staff, where 1 is Not Difficult to Recruit and 5 is Most Difficult to Recruit to
  1 2 3 4 5
Heads  1 response

 (3%)
4 responses

 (14%)
12 responses

 (41%)
7 responses

(24%)
5 responses

(17%)
Senior Leadership 0 response

 (0)
7 responses

 (22%)
12 responses

 (38%)
11 responses

 (34%)
2 responses

(6%)
Experienced Teachers

 
0 responses

 (0)
3 responses

 (9%)
12 responses

 (36%)
8 responses

 (24%)
10 responses

(30%)
Early Careers Teachers 0 response (0) 8 responses

 (24%)
12 responses

 (36%)
9 responses

 (27%)
4 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

The number of responses to the question are primary schools in your local authority area currently experiencing difficulties with recruitment of senior members of staff, where 1 is Not Difficult to Recruit and 5 is Most Difficult to Recruit
  1 2 3 4 5
Heads  3 responses

 (9%)
2 responses

 (6%)
12 responses

 (38%)
6 responses

(19%)
9 responses

(28%)
Senior Leadership 3 responses

 (9%)
6 responses

 (18%)
8 responses

 (24%)
14 responses

 (42%)
2 responses

(6%)
Experienced Teachers 1 response

 (3%)
7 responses

 (20%)
9 responses

 (26%)
11 responses

 (31%)
7 responses

(20%)
Early Careers Teachers 5 responses

 (14%)
13 responses

 (37%)
7 responses

( 20%)
7 responses

 (20%)
3 responses

(9%)

 

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

The number of responses to the question of are secondary schools in your local authority area currently experiencing difficulties with retention of senior members of staff, where 1 is Not Difficult to Recruit and 5 is Most Difficult to Recruit
  1 2 3 4 5
Heads  5 responses

 (18%)
6 responses

 (21%)
7 responses

 (25%)
6 responses

(21%)
4 responses

(14%)
Senior Leadership 3 responses

 (9%)
9 responses

 (28%)
8 responses

 (25%)
10 responses

 (31%)
2 responses

(6%)
Experienced Teachers 1 response

(3%)
8 responses

(24%)
14 responses

(42%)
6 responses

 (18%)
4 responses

(12%)
Early Careers Teachers 1 response

 (3%)
11 responses

 (34%)
9 responses

 (28%)
9 responses

 (28%)
2 responses

(6%)

 

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

The number of responses to the question of are primary schools in your local authority area currently experiencing difficulties with retention of senior members of staff, where 1 is Not Difficult to Recruit and 5 is Most Difficult to Recruit
  1 2 3 4 5
Heads  8 responses

 (25%)    
8 responses

 (25%)    
8 responses

 (25%)    
5 responses

(16%)
3 responses

(9%)
Senior Leadership 5 responses

 (15%)
10 responses

 (30%)
12 responses

 (35%)
6 responses

 (18%)
0 response

(0%)
Experienced Teachers 2 responses

(6%)
10 responses

(29%)
10 responses

(29%)
9 responses

 (26%)
3 responses

(9%)
Early Careers Teachers 4 responses

 (12%)
9 responses

 (26%)
13 responses

 (38%)
6 responses

 (18%)
2 responses

(6%)

 

General Recruitment and Retention Challenges

Q20. How significant are the following factors for recruitment and retention challenges for schools?

The number of responses to the question of 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 2 responses

 (5%)
4 responses

 (11%)
10 responses

 (27%)
14 responses

(38%)
7 responses

(19%)
Workload 0 response

(0%)
1 response

 (3%)
2 responses

 (5%)
17 responses

 (46%)
17 responses

(46%)
Wellbeing 0 response

 (0%)
3 responses

 (8%)
8 responses

 (22%)
20 responses

 (54%)
6 responses

(16%)
OFSTED 1 response

 (3%)
6 responses

 (16%)
13 responses

 (35%)
12 responses

 (32%)
5 responses

(14%)
Levels of Deprivation 0 response

 (0%)
14 responses

 (39%)
7 responses

 (19%)
8 responses

(22%)
7 responses

 (19%)

 

Q21. How significant are the following geographical factors for recruitment and retention challenges for schools?

The number of responses to the question 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  6 responses

 (23%)
1 response

 (4%)
7 responses

 (27%)
8 responses

(31%)
4 responses

(15%)
Rural Communities 4 responses

 (15%)
2 responses

 (7%)
6 responses

 (22%)
9 responses

 (33%)
6 responses

(22%)
Urban/Inner City 1 response

 (4%)
5 responses

 (19%)
11 responses

 (41%)
8 responses

 (30%)
2 responses

(7%)
Smaller Schools 0 response

 (0%)
6 responses

 (22%)
9 responses

 (33%)
6 responses

 (22%)
6 responses

 (22%)

 

Broader Structural Reform With the Existing Scope of the STRB

Q22. Does the current STPCD sufficiently recognise and support distinct career stages and roles?

The number of responses to the question does the current STPCD sufficiently recognise and support distinct career stages and roles
Yes 19 responses (50%)
No 19 responses (50%)

 

Q23. Are their roles in your schools and organisations that do not currently fit into the STPCD framework that you would want to see?

The number of responses to the question about are their roles in your schools and organisations that do not currently fit into the STPCD framework
Yes 24 responses 
No 13
Left Blank 1

 

Q24. If you indicated YES to Question 23, please select from the options below.

The number of responses to the question of if you indicated YES to Question 23, please select from the options below. Please select all that apply.
Chief Executive Officer 19 responses (22 %)
Executive Head 17 responses (19%)
Head of School 10 responses (11%)
Education Director 14 responses (16%)
Head of School Improvement 10 responses (11%)
Other 6 responses (7%)
Left Blank 12 responses (14%)

 

Q25. If you responded OTHER to Question 24, please explain below:

These responses were excluded in line with our confidentiality agreement and taken into account in our written response to STRB.

Q26. Do you want to see the UPR retained?

The number of responses to the question do you want to see the UPR retained
Yes 20 responses (53%)
No 10 responses (26%)
Don't Know 8 responses (21%)

 

Q27. Does the current guidance setting out the criteria for Upper Pay Range teachers need to be reviewed?

The number of responses to the question does the current guidance setting out the criteria for Upper Pay Range teachers need to be reviewed
Yes 25 responses (66%)
No 8 responses (21%)
Don't Know 5 responses (13%)

 

Q28. Does the current guidance on setting school leader pay need to be reviewed?

The number of responses to the question does the current guidance on setting the school leader pay need to be reviewed
Yes 29 responses (76%)
No 7 responses (19%)
Don't Know 2 responses (5%)

 

Q29. If you chose YES in Question 28 please explain your reasons?

The number of responses to the question if you chose YES in Question 28 please explain your reasons
To take into account current and emerging leadership models in schools 24 responses (39%)
To review the framework for setting leadership page 18 responses (30%)
To review the framework in which a Head Teacher can be paid over 25% of the range 9 responses (15%)
Left Blank 10 (16%)

 

Questions 30-32 From an employer perspective would your LA/AT want these changes in the STPCD?

The number of responses to the question of from an employer perspective would your LA/AT want these changes in the STPCD
  No Yes Don't Know
Ability of Upper Pay Range teachers to voluntarily move back to main pay range within the school they are currently working. 1 response

 (3%)
36 responses

 (95%)
0 response

 (0)
A review and reduction of salary safeguarding from 3 years 1 responses

 (3%)
36 responses

 (95%)
1 responses

 (3%)
Introduction of an apprentice pay range 7 responses

 (18%)
25 responses

 (66%)
6 responses

 (16%)

 

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.

These responses were excluded in line with our confidentiality agreement and taken into account in our written response to STRB.

Q34. What other factors should be considered in supporting an effective career path?

These responses were excluded in line with our confidentiality agreement and taken into account in our written response to STRB.

Further Information

Q35. Is there any other financial data, or comments you wish to share.

These responses were excluded in line with our confidentiality agreement and taken into account in our written response to STRB.