Pay Progression for Teachers

Teacher pay progression in England is not automatic — it is linked to performance management and annual appraisal. Understanding how the system works, from setting objectives to gathering evidence and crossing from the Main Pay Range to the Upper Pay Range, is essential for maximising your career earnings. This guide explains the annual cycle, the criteria for progression, and your rights if you disagree with a pay decision.

The Annual Appraisal Cycle

The performance management cycle runs from September to August each year, aligning with the academic year. The process typically follows this timeline:

• September/October: Appraisal meeting with your line manager to review the previous year's performance and set new objectives for the coming year.
• Throughout the year: Ongoing professional development, classroom observations, and evidence gathering against your objectives.
• June/July: Final assessment of whether objectives have been met.
• September: Pay recommendation made by the headteacher (or pay committee in maintained schools) based on the appraisal outcome. New salary effective from 1 September.

Performance Management Process

The Education (School Teachers' Appraisal) (England) Regulations 2012 require schools to have an appraisal policy and to appraise all teachers annually. The appraisal must include:

• An assessment of the teacher's performance against the Teachers' Standards
• An assessment of performance against the objectives set at the beginning of the cycle
• A recommendation on pay progression

The headteacher (or, in maintained schools, the governing body's pay committee) makes the final decision on pay. While the appraiser makes a recommendation, the decision-maker has the authority to accept, modify, or reject that recommendation.

Objective Setting

Objectives should be clear, measurable, and achievable within the appraisal period. They should be aligned with the school's improvement priorities, the teacher's professional development needs, and the Teachers' Standards. The STPCD does not specify how many objectives should be set, but most schools set between two and four. Good objectives might include:

• Improving outcomes for a specific group of pupils (with measurable criteria)
• Developing expertise in a particular pedagogical approach
• Contributing to a whole-school priority such as literacy or behaviour
• Completing specific professional development and implementing learning in the classroom

Evidence Gathering

Throughout the appraisal cycle, you should gather evidence that demonstrates your progress towards your objectives and your teaching quality. Useful evidence includes:

• Pupil progress data and assessment records
• Records of professional development activities and their impact
• Feedback from classroom observations (formal and informal)
• Examples of resources, planning, or schemes of work you have developed
• Feedback from pupils, parents, or colleagues
• Records of extra-curricular contributions or leadership activities

Keep a professional portfolio or digital folder throughout the year. Do not leave evidence gathering to the end of the cycle — it is much harder to reconstruct a year's worth of evidence retrospectively.

Progressing Through the Main Pay Range (MPR)

The Main Pay Range runs from M1 to M6. Teachers typically progress by one pay point per year, subject to satisfactory performance. The STPCD states that teachers should receive pay progression where there is evidence that they have met their appraisal objectives and have demonstrated good teaching practice. In most schools, a teacher who is performing competently will move up one point each year.

There is no requirement to progress by exactly one point — in exceptional circumstances, a teacher could progress by more than one point in a year, though this is very rare. Equally, pay progression can be withheld if the teacher has not met the required standards. If progression is withheld, the school must provide clear reasons and a support plan.

Applying for the Upper Pay Range (UPR)

Once you have reached M6 (or earlier, if your school allows), you can apply to move to the Upper Pay Range. The UPR has three points and represents a significant salary increase. To be placed on the UPR, you must demonstrate that:

• Your teaching is "substantial and sustained" at a high level
• You have made a substantial contribution to the wider life of the school
• Your achievements and contribution are sufficient to meet the criteria set by the school

The application process varies by school. Some require a written application supported by evidence, while others base the decision on the annual appraisal. Most schools require at least two consecutive successful appraisals demonstrating performance that goes beyond the expectations for the Main Pay Range.

Appeal Rights

If you are unhappy with a pay decision — whether it is a refusal to progress on the MPR or a rejection of your UPR application — you have the right to appeal. The school's pay policy must include an appeals procedure. The typical process is:

• Submit a written appeal within the timeframe specified in the school's pay policy (usually 10-20 working days)
• Your appeal is heard by a panel of governors (in maintained schools) or a senior panel (in academies)
• You may be accompanied by a union representative or colleague
• The panel reviews the evidence and makes a decision, which is final at school level

Your union can provide valuable support throughout the appeals process, including helping you prepare your case and representing you at the hearing.

Pay Progression in Academy Schools

Academy trusts are free to set their own pay policies and are not required to follow the STPCD pay points. Some academies have replaced the traditional M1-M6 and UPR1-UPR3 structure with their own pay scales, competency frameworks, or performance-related pay models. If you work in an academy, ensure you understand the specific pay progression criteria in your trust's policy. While the principles of performance-based progression still apply, the mechanics may differ from maintained schools.

View the full pay scales for all regions on our pay scales page, and calculate your take-home pay at each point using the take-home pay calculator.