Surveys and networks
23 May 2013 by ATL
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:

SEND survey

Almost 600 members of the Association of Teachers and Lecturers (ATL) working in state-funded schools in England responded to a survey on SEND provision in schools which helped inform ATL's response to the Labour Party Review of SEND. Below are the key findings.

Do you agree or disagree with the following statements? I believe that the current system in England enables all children with special educational needs to be identified in a timely fashion.

Answer options Response Percent Response Count
Agree 17.5% 101
Disagree 70.7% 407
Don't know/Unsure 11.8% 68

Answered questions: 576

Skipped question: 9

I believe that the current system in England enables all children with special educational needs to be supported appropriately.

Answer options Response Percent Response Count
Agree 9.2% 53
Disagree 82.5% 477
Don't know/Unsure 8.3% 48

Answered questions: 578

Skipped question: 7

I have been able to access support and training to help me meet the needs of my pupils with SEND (i.e. my responsibilities under the SEND Code of Practice 2014) if I have needed to.

Answer options Response Percent Response Count
Agree 51.4% 293
Disagree 48.6% 277

Answered questions: 570

Skipped question: 15

If you were involved in access arrangements this year, did you find that the process per application took more, less or the same time to complete compared to last year?

Answer options Response Percent Response Count
Less 3.7% 7
More 44.4% 83
The same 51.9% 97

Answered questions: 187

Skipped question: 398

Are there learners within your setting, with additional needs, who are not eligible for official SEND recognition?

Answer options Response Percent Response Count
Yes 42.7% 195
No 15.8% 72
Not sure 41.6% 190

Answered questions: 457

Skipped question: 128

Do you feel that the children and young people that you work with, identified as having SEN at SEN Support, are receiving the support that they need to reach their potential?

Answer options Response Percent Response Count
Yes 26.6% 126
No 58.4% 277
Not sure 15.0% 71

Answered questions: 474

Skipped question: 111

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
  • workload
  • redundancies
  • pupil allegations
  • disruptive behaviour
  • cover supervision
  • performance management
  • SEN
  • 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.

Read the results of the survey.

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%).

See also