ATL uses surveys to gather members' opinions and to help inform ATL's policies and negotiations.
Here are the results of some of our recent surveys:
Teacher pay survey
Now that progression and cost of living increases are linked to the outcome of performance appraisals it is essential that ATL has as complete a picture as possible about how this is being implemented in schools. The responses to this survey will feed directly into the evidence that ATL submits to the School Teachers' Review Body early next year. Your national pay scale is at stake.
Support staff survey 2015
ATL conducted a survey of its support staff members. The survey included sections on:
- your pay and hours
- pupil allegations
- disruptive behaviour
- cover supervision
- performance management
- ATL CPD opportunities
- ATL and you.
The results from the survey will provided valuable information for ATL's ongoing programme of work on behalf of our support staff members in maintained, academy and free schools, as well as assisting the process of ATL policy development on support staff-related matters.
ATL survey on teachers' pay
ATL surveyed teacher members in maintained schools and academies in England and Wales during October, November and December to ascertain how performance related pay had been implemented in schools as at 1 September 2014.
Over one-third (34%) of respondents did not know whether they had been awarded the 1% cost of living increase from September 2014. Also, over a quarter (26.7%) of respondents eligible for progression had not been told whether or not progression had been agreed.
Cost of Living Increase
Less than half of respondents (43.9%) had received the 1% increase recommended from 1 September 2014. Female teachers were less likely to receive the increase (39.3%) compared to their male counterparts (59.8%). This is particularly concerning as the average salaries of female teachers are lower than that of male teachers.
Just over a third (36.6%) of teachers on the main pay received the 1% increase compared with almost half of those on the upper pay scale (48.7%) and the leadership group (46.2%).
There was little difference between maintained schools and academies in the percentages of teachers being awarded the cost of living increase from September 2014 (43.7% in maintained schools and 45.3% in academies).
Reference Pay Scale
ATL believes the reference pay scale is an important tool for schools as it helps to ensure fairness in schools and reduces the need for schools to spend time and resources developing their own scale. In recent submissions to the Review Body we have asked for them to reinstate to the School Teachers' Pay and Conditions Document the reference pay scale. We are pleased that 83.1% of schools have retained the reference pay scales (this includes 78.3% of academies).
Of those respondents eligible for progression 41.2% progressed to the next point on their pay spine. Again, there was a disparity between the genders with over half of eligible male teachers progressing (53.7%) compared with just 37.7% of female teachers.
41.14% of eligible main scale teachers progressed to the next point on the pay scale compared with 42.9% of eligible upper pay scale teachers and 33.3% of eligible leadership teachers.
A slightly higher proportion of eligible teachers in maintained schools progressed to the next point on the pay scale (41.4%) than those working in academies (37.5%).
This cycle was the first year in which the annual cost of living increase was not automatically applied to additional payments or allowances. We asked members whether they had received the 1% uplift in the value of their TLR payment. Less than a fifth of women teachers in receipt of TLR payment received the uplift (19.1%) compared with 34.2% of men.
Slightly more of the teachers in academies who receive a TLR payment received the cost of living increase from September 2014 (29.2%) than teachers in maintained schools (23.2%). But in both types of schools almost half of teachers in receipt of the payment did not yet know whether their payment would be increased (53.2% in maintained schools and 42.3% in academies).
The survey has shown that women have fared worse under the performance related pay system than their male colleagues. ATL told the government and the Review Body that we were worried about this when they recommended the link between performance and pay.
ATL is concerned about the end of pay portability when teachers move schools. Of those teachers who moved schools at 1 September 2014 over half of the female teacher (51.7%) had their salary matched by their new school compared with around a third of male teachers (30%). However, men were more likely to be paid a higher salary at their new school for a similar role (40%) than female teachers (12.1%). Women were more likely to be paid less for a similar role when they moved schools (22.4%) then men (10%).