Pay and conditions

National pay awards - October 2017

As a fundamental principle, all national pay awards should be fully funded by central government.

In order to maintain competitiveness in the labour market, ASCL believes that the annual uplift should apply to all teachers and leaders and that pay policies should reflect this principle.


STPCD - October 2016

A school system based on academies is best served by the retention of the School Teachers’ Pay and Conditions Document as a minimum national benchmark. This would ensure stability within the system and allow school leaders and governing bodies to focus on raising standards in schools.


SCAPE discount rate - July 2016

ASCL believes the proposed change to the SCAPE discount rate from 2019 onwards must be fully funded to avoid a further negative impact on children in schools.


Facility time - July 2016

ASCL recognises that facility time is a statutory responsibility and advises strongly that members’ employers buy into Local Authority pooled arrangements where it is available. 


Teachers' pay - July 2016

ASCL fully agrees with the STRB view that a 1% pay rise is insufficient to address the recruitment and retention issues and continues to believe any annual uplift must be fully funded by central government.


Employment rights - July 2016

ASCL values the significant contribution that EU citizens and other non-British nationals make to the education of our children and young people. Given the current teacher recruitment crisis, we feel strongly that the future employment rights of EU citizens as part of the UK schools’ and colleges’ workforce must be protected.


Pay and conditions - January 2016

ASCL UK believes that, in the event of Pay and Conditions being devolved in Wales, the following principles should apply:

  1. That parity of the principles of both pay and conditions with England should be retained.

  2. In order for the pay of school leaders to remain comparable, their pay range should be calculated using a three stage process similar to that in the current STPCD.

  3. That Governors should retain the flexibility within agreed budgets to set the pay of school leaders.

  4. That school leaders' conditions of service should be specific to the profession and not be incorporated within public service pay and conditions.


Pensions April 2015

ASCL is dismayed that the sudden reduction in lifetime pension allowance from April 2016 and the detrimental effect it will have on public servants who have given a lifetime of service to education and who will be excessively taxed in their retirement.


Alignment of pay February 2015

ASCL reaffirms its commitment to a formal mechanism for the alignment of pay for all members of the leadership team, regardless of their qualification base and route into leadership roles. We will support members in demanding that employers review role profiles in order to ensure the job evaluations of business leaders and business managers accurately reflect their roles and responsibilities.


25th Remit October 2014

The future, prosperity and wellbeing of the nation depends on the quality of its education service. Consequently, we must recruit and retain the highest calibre of teachers and school leaders. We will submit joint evidence with the other teaching unions in response to the Secretary of State’s 25th remit to the STRB on pressing for a fully funded pay rise above the proposed 1%.


Cost of Living Award October 2014

As a fundamental principle and in order to maintain competitiveness in the labour market ASCL believes that the annual uplift should apply to all teachers and leaders and will only support pay policies that reflect this principle. This needs to be fully funded by central government.


Pay and conditions – June 2014

The proposed increase in employers’ national insurance and pension contributions from September 2015 militates against the government’s policy to require schools to recruit and reward the best teachers.

ASCL welcomes the reduction from eight to six tiers in the 2015 pensions settlement but will continue its commitment, in each future evaluation, to reduce this to our preferred two tiers.


Business managers – February 2014

ASCL supports the development of a national structure for school business managers’ remuneration and career development.


STRB – February 2014

ASCL broadly welcomes the recommendations of the STRB in their 23rd report.


STRB – February 2014

P&C committee recommends that ASCL provides guidance, and where possible, policy around pay.


Pensions – February 2014

ASCL recognises the argument for a move from FTE to actual salaries earned for pension contributions but not at a further detriment to school and college leaders.


Pay increase – December 2013

The STRB one per cent pay increase should be considered as a 'cost of living' pay increase and applied across the board to all staff as the final year of a four-year package.


Pensions – December 2013

For the Teachers’ Pension Scheme, ASCL’s preferred model is a two-tier contribution structure with a lower tier for the lowest paid and a common tier for all other scheme members.