Gavin Williamson, Secretary of State for Education has published a letter to the School Teachers’ Review Body (STRB), outlining what the 2021/22 pay award will look like.
This letter formally starts the Review Body process and sets out how the Government are proposing to work the STRB in relation to 2021/22 pay round. Earlier announcements at the Spending Review by the Chancellor of the Exchequer has already confirmed that 2021/22 pay rises in the public sector will be restrained and targeted.
So what does this mean? Gavin Williamson confirms that they will be temporarily pausing pay awards for the majority of the public sector as they assess the impact Covid-19 has had on the wider economy and labour market. He commented Covid-19 has had detrimental impact on the UK economy, fiscal position and labour market. Therefore, resulting in supressed earnings growth and a rise in redundancies for the private sector. By increasing public sector pay for 2021/22 it is felt that the existing gap between the public and private sector would widen significantly.
Headline pay uplifts will be affected by this decision. Pay progression and allowances will continue as before. The letter goes on to confirm that they are not looking for recommendations from STRB in relation to the pay uplifts for 2021/22.
He is however, asking for views on those earning less than £24,000 and the proposed uplifts. The Government are proposing that the uplifts for these teachers will be £250 or the National Living Wage increase, whichever is higher.
There is no change in how individual schools determine their teachers pay increases, this will be determined via the school-level assessment of performance. Schools will be responsible for making this decision.
The following has been lifted directly from the below source, it details the considerations to which the STRB should have regard
In considering your recommendations on the 2021/22 pay award, you should have regard to the following:
- Evidence of the national state of teacher and school leader supply, including rates of recruitment and retention, taking account the effects of Covid-19 on recruitment and retention.
- Evidence of the wider state of the labour market in England.
- Forecast changes in the pupil population and consequent changes in the level of demand for teachers.
- Adjustments for London that is delivered via differentiated pay ranges.
- The Government’s commitment to the autonomy of all head teachers and governing bodies to develop pay arrangements that are suited to the individual circumstances of their schools and to determine teachers’ pay within the statutory minima and maxima.*
We will provide further information as they release further updates. If you would like to discuss these considerations further, please get in touch with your HR consultant or contact us.
