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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 24 October 2023See updates
School types: All•School phases: All•Ref: 9127
Contents
  1. Check pay ranges in the STPCD
  2. You must consider increasing teachers’ pay annually
  3. Evaluate performance against clear criteria
  4. Can teachers skip points on the pay range?
  5. Who has the final decision over a teacher's pay increase?
  6. Teachers can appeal the pay decision

Check pay ranges in the STPCD

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.

See pages 20 and 21of the STPCD for details of the main and upper pay ranges, and read our article on the pay award for teachers in 2023.

You must consider increasing teachers’ pay annually

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

Continued good performance, as defined by your pay policy, should give a teacher an expectation of progression

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