The Secretary of State issued the remit for the STRB’s 33rd report on 15 November 2022. The remit covers the following matters for recommendation:

A.    "The recommended adjustments to salary and allowance ranges for classroom teachers, unqualified teachers and school leaders in 2023/24, taking account of the aim of promoting recruitment and retention, the Government’s commitment to uplift starting salaries to £30,000, and the cost pressures on schools. The STRB welcomes the sharing of evidence, data and views that consultees think appropriate to the STRB’s 2023/24 report in this area."

B.    "Broader structural issues: in the 32nd STRB report we indicated a willingness to assist in the development of recommendations on broader structural issues related to the recruitment and retention of teachers and the STRB’s purpose. The report set out a number of observations on such issues. Building on this initial work, we invite the sharing of evidence, data and views relevant to an effective, coherent and fulfilling career path for teachers and educational leaders."

How did we respond?
Our evidence submission (links below) includes robust information to demonstrate the need for a significant above inflation increase for all teachers and school leaders. We do not support differentiated pay awards and therefore it is our view that any increases to starting salaries must be applied to all points within all pay ranges and allowances.

In our submission we call for:

• a long-term commitment to funding over a number of years in order that the significant real-term decline in pay rates can be reversed together with the re-establishment of previous differentials between pay ranges
• the inclusion of School Business Leaders in the STRB’s recommendations in order for them to be recognised, remunerated and acknowledged in the same way as other senior leaders
• the removal of performance-related pay
• workload and wellbeing to be addressed for all teachers and leaders
• some protections in the STPCD in relation to the working hours and days of school leaders

Why have we taken this view?
Our evidence highlights the severe issues relating to recruitment and retention of teachers and school leaders including the disastrous recruitment to ITT targets. We also include significant evidence around the erosion of pay as a result of real-terms pay cuts since 2010.

Teachers and school leaders deserve to be remunerated appropriately and fairly for the crucial role they fulfil in society, as has been made even more clear since the onset of the pandemic. This includes School Business Leaders who must be recognised and remunerated for the vital roles they carry out and the level of responsibility and accountability that those roles hold.

Furthermore, workload and wellbeing are significant issues for all teachers and school leaders and the Department must take action to address this.


Full response to consultation

Annex One - calculations

Annex Two - SENCo career pathways