Upper Pay Range (UPS) Guide

The Upper Pay Range (UPS1–UPS3): How to Apply and Progress

The Upper Pay Range (UPR) represents the next stage of pay progression for experienced classroom teachers in England. With three pay points — UPS1, UPS2, and UPS3 — the UPR offers significantly higher salaries than the Main Pay Range, recognising teachers who have made a sustained and substantial contribution to their school. Moving to the UPR is not automatic; it requires a formal application and evidence of meeting the threshold standards.

UPR Pay Table — 2026/27

Who Can Apply?

Any teacher who has reached M6 on the Main Pay Range (or who is being paid at a salary equivalent to or above the M6 rate) can apply for the Upper Pay Range. There is no minimum time requirement at M6, so a teacher who reaches M6 could theoretically apply in the same year. However, the evidence requirements mean that most teachers spend at least one full year at M6 before applying, as they need to demonstrate that their contribution has been both substantial and sustained — which implies consistency over a period of time.

The Application Process

The process for applying to the Upper Pay Range is set out in each school's pay policy, but the STPCD requires that:

• The teacher submits a written application to the headteacher.
• The application should include evidence that the teacher is highly competent in all elements of the Teachers' Standards.
• The teacher must demonstrate that their achievements and contribution to the school have been substantial and sustained.
• The headteacher assesses the application against the school's criteria and makes a recommendation to the pay committee.
• The pay committee makes the final decision.

Applications are typically submitted by 31 October in the autumn term, though schools may set their own deadlines. If successful, the pay increase is usually backdated to 1 September of that academic year.

Evidence Requirements

Building a strong application requires careful preparation. The evidence you submit should demonstrate your impact across several areas:

• Pupil outcomes — evidence that your pupils make consistently good progress, including data on attainment, progress measures, and value-added scores. This might include exam results, standardised test scores, or internal assessment data.
• Teaching quality — evidence from lesson observations, learning walks, book scrutinies, and peer reviews showing that your teaching is consistently good or outstanding. Include feedback from Ofsted inspections if applicable.
• Professional development — evidence that you actively engage in CPD and apply what you learn to improve your practice. This could include training courses attended, qualifications gained, research undertaken, or professional reading.
• Wider contribution — evidence of your contribution beyond the classroom, such as leading a subject, mentoring ECTs, running extracurricular activities, contributing to whole-school initiatives, or supporting other teachers' development.
• Appraisal records — your most recent appraisal reports showing that you have consistently met your objectives and the Teachers' Standards.

Progression Within the UPR

Once on the UPR, progression from UPS1 to UPS2, and from UPS2 to UPS3, follows the same performance-based approach as on the MPR. However, the STPCD specifies that teachers on the UPR should not progress unless their performance shows that they have continued to meet the UPR criteria. In practice, most teachers progress by one point every two years, though some schools allow annual progression for exceptional performance.

The pay increase between UPR points is more modest than on the MPR. In the Rest of England, moving from UPS1 to UPS2 adds £1,822, and from UPS2 to UPS3 adds a further £1,879. While these increments are smaller, the UPR teacher is also expected to take on greater responsibilities and to contribute to the professional development of colleagues.

What UPR Teachers Are Expected to Do

Teachers on the Upper Pay Range are expected to do more than simply teach their classes well. The STPCD states that UPR teachers should be role models for teaching and learning and should make a wider contribution to school improvement. This might include:

• Mentoring and coaching less experienced teachers, including ECTs.
• Leading on curriculum development within their subject or department.
• Contributing to the design and delivery of whole-school CPD.
• Sharing best practice through model lessons, team teaching, or professional learning communities.
• Taking a lead role in school self-evaluation and development planning.
• Supporting the headteacher with specific school improvement priorities.

Financial Impact of Moving to the UPR

Moving from M6 to UPS1 represents a meaningful pay increase. In the Rest of England, this is a jump from £46,940 to £49,134, an increase of £2,194 per year. By the time you reach UPS3, you would be earning £52,835 — an increase of £5,895 compared to M6.

However, it is important to consider the impact on your pension contributions. Moving from M6 to UPS1 may push you into a higher pension contribution tier, which partially offsets the gross pay increase. At £49,134, you would be in the 9.9% tier (for salaries between £48,728 and £57,776), meaning your annual pension contribution would be approximately £4,864.

UPR and Career Progression

Reaching UPS3 does not have to be the end of your pay progression. From the UPR, teachers can move into leadership roles such as assistant headteacher, deputy headteacher, or headteacher, which are paid on the Leadership pay spine. Alternatively, excellent classroom practitioners may be appointed to Leading Practitioner roles, which have their own pay range. Some teachers also boost their salary through TLR payments or SEN allowances.

The UPR is designed to recognise and reward the best classroom teachers while encouraging them to contribute to the wider school community. If you are approaching M6 or are already there, investing time in building your evidence portfolio will pay dividends — both financially and professionally.