Complete guide to the STPCD 2018

2018 has been a turbulent year with regards to public sector pay and teachers’ and support staff pay negotiations. The latest revision of the School Teachers’ Pay and Conditions Document (STPC) was published on 14 September 2018, alongside the guidance document ‘Implementing Your School’s Approach to Pay’, within which the Department for Education identified their approach to the pay award.

STPCD 2018

The September 2018 revision of the STPC has confirmed the following changes to the pay rates:

  • A 3.5% uplift will be made to the minima and maxima of the main pay range and the unqualified teacher pay range
  • A 2% uplift will be made to the minima and maxima of the upper pay spine and the leading practitioner pay range
  • A 1.5% uplift will be made to the minima and maxima of the leadership pay range
  • A 2% uplift will be made to the minima and maxima of all allowances – e.g. special educational needs allowances, and teaching and learning responsibilities.

Latest Teacher Pay Scales

While the STPC 2018 only provides the minimum and maximum values of each pay spine and allowance range, you can find the most common values for each pay point paid across schools and academies using the following links:

Teachers’ Pay Grant Methodology

The Teachers’ Pay Grant Methodology has also been published which gives you an insight into how funding for the pay award will be distributed and how the £187 million in 2018-19 and £321 million in 2019-20 will be distributed.

The guidance covers:

  • Eligibility for the grant
  • How the Department for Education (DfE) have determined the rates
  • Rates for primary schools, secondary schools, and special and alternative provision schools.

Recruitment and retention incentives and benefits

Given the ongoing recruitment and retention challenges felt across the sector, it is worth noting the guidance given in the STPC 2018 document on recruitment and retention incentives and benefits.

STPC 2018 states that payments or other such financial assistance or benefits may be used as an incentive for the recruitment and retention of teachers. For example, a salary advance scheme for a rental deposit could be a tool that schools might wish to use.

However, when using such assistance or benefits, the relevant body or authority must conduct a regular formal review of all such awards. It should make clear from the offset the benefits and duration of these incentives benefits, including the review date after which they may be withdrawn.

Different rules apply to headteachers, deputy headteachers and assistant headteachers. With the exception of the reimbursement of reasonably incurred housing or relocation costs, recruitment and retention payments may not be awarded. All other recruitment and retention considerations (including non-monetary benefits) should be taken into account when determining the pay range.

Further considerations

Further attention should be paid to the Public Sector Equality Duty and the Gender Pay Gap Reporting requirements, which are now in place, as these will require decisions taken under the pay policy to be subject to far more scrutiny than before.

How EPM can help

EPM customers can access our ‘EPM Model Pay Policy’ document through our website. This model document is suitable for adoption by all categories of maintained schools, academies, trusts and free schools, and can be tailored to meet your specific requirements.

Customers can also view our ‘Teachers’ Pay’ webinar, which provides an update on the latest changes to the STPCD 2018 and the implications for your school.

Every school that we partner with is also given a named EPM Adviser, who will be happy to provide further advice and support in relation to support staff and teachers’ pay and, if necessary, attend salary appeal meetings to support the review panel on request.

If you need any further support or are a non-customer who wants to find out more about our services, please get in touch on 01480 431993 or email epm@epm.co.uk.

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