Pay progression on the MPR and UPR

Teachers employed under the STPCD must be considered for pay progression annually. See guidance on judging teacher performance on the main pay range (MPR) and upper pay range (UPR). You'll also find expert advice on how to assess teachers' performance and who ultimately makes the decision.

Last reviewed on 18 October 2022
School types: All · School phases: All
Ref: 9127
Contents
  1. You must consider increasing teachers’ pay annually
  2. Evaluate performance against clear criteria
  3. Can teachers skip points on the pay range?
  4. Who has the final decision over a teacher's pay increase?
  5. Teachers can appeal the pay decision

The School Teachers' Pay and Conditions Document (STPCD) sets out pay and conditions for teachers in maintained schools. The STPCD also applies to teachers whose employment transferred to an academy at the point of conversion.

Academies and free schools are free to determine their own pay and conditions for new staff, or renegotiate pay and conditions of existing staff, but you may choose to follow the STPCD.

You must consider increasing teachers’ pay annually

This applies to teachers who have completed 1 year of employment since any previous pay adjustment.

Progression is linked to a teachers' performance. Important things to note include:

  • Continued good performance, as defined by your pay policy, should give a teacher an expectation of progression to the top of their pay range
  • Any pay increase must be related to the teacher's performance, as assessed through your appraisal arrangements
  • You must clearly set out in your pay policy how pay progression will be determined

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