Translate the text from Welsh to English.



 
Heddiw, rwy’n falch o gael cyhoeddi trydydd adroddiad Corff Adolygu Cyflogau Annibynnol Cymru, sy’n ymdrin ag argymhellion ar gyfer diwygio cyflog ac amodau athrawon o fis Medi 2021\.


Hoffwn ddiolch i Gorff Adolygu Cyflogau Annibynnol Cymru am gynhyrchu adroddiad mor fanwl a chynhwysfawr, a hynny er gwaethaf yr anawsterau a’r anhrefn achoswyd gan y pandemig.


Mae Corff Adolygu Cyflogau Annibynnol Cymru yn gwneud 12 prif argymhelliad, ac mae’n fwriad gennyf i dderbyn pob un mewn egwyddor, gan anelu at eu gweithredu o 1 Medi. Mae rhestr lawn o argymhellion yr Adroddiad yn Atodiad A. Yn fyr, mae’r rhain yn cynnwys:


* Uwchraddio’r holl raddfeydd cyflog a lwfansau o 1\.75%;
* Egluro a/neu adolygu’r polisi mewn perthynas â thelerau ac amodau penodol sydd eisoes yn bodoli.


Mae manylion yr ystodau cyflog newydd i athrawon yn Atodiad B.


Cyflog
------


Mae’n gyfnod ansicr iawn. O gofio penderfyniad Llywodraeth y Deyrnas Unedig i rewi cyflog yn y sector cyhoeddus, ni chafodd Llywodraeth Cymru unrhyw gyllid ychwanegol drwy fformiwla Barnett ar gyfer dyfarniadau cyflog ar draws y sector cyhoeddus yn 2021\-22, ac eithrio’r GIG a’r rheini ar y cyflog isaf.


Penderfyniad a wnaed gan Lywodraeth y Deyrnas Unedig yw hwn, ond mae canlyniadau uniongyrchol i’r penderfyniad hwnnw yng Nghymru.


Mae cyflog athrawon yn elfen sylweddol o gyllidebau ysgolion ac awdurdodau lleol, ac rwy’n ymwybodol iawn o’r gwahanol bwysau sydd ar gyllidebau ar hyn o bryd, o bob cyfeiriad. Costau llawn y cynigion hyn fydd £14\.87m yn y flwyddyn ariannol hon, a bydd rhaid canfod hyn o gyllidebau presennol yr awdurdodau lleol. Roedd yn ofynnol i awdurdodau lleol gadw dyfarniadau cyflog posibl y sector cyhoeddus mewn cof wrth gynllunio cyllidebau eleni, yn sgil y cynnydd ariannol o £176m sydd yn y setliad llywodraeth leol a ddarparwyd gan Lywodraeth Cymru ar gyfer 2021\-22\.


Telerau ac amodau
-----------------


Rwy’n croesawu’r argymhellion mewn perthynas â thelerau ac amodau ar gyfer athrawon.


Ers datganoli pwerau dros gyflog ac amodau athrawon, rydym wedi torri cwys ein hunain yng Nghymru, drwy gyflwyno nifer o newidiadau allweddol, fel dilyniant cyflog ar sail profiad a graddfeydd cyflog statudol cenedlaethol. Rwy’n croesawu sylwadau Corff Adolygu Cyflogau Annibynnol Cymru ar y materion hyn, ac rwy’n bwriadu rhoi’r eglurhad ar y materion yr holwyd amdanynt.


Rwyf hefyd yn derbyn yr argymhellion mewn perthynas â’r angen am ymchwil pellach a bod angen i Gorff Adolygu Cyflogau Annibynnol Cymru gynnal adolygiad cynhwysfawr o strwythur cyflog ac amodau athrawon ac arweinwyr. Mae’n hanfodol bod system genedlaethol yn cael ei datblygu yma, sy’n arbennig i Gymru ac sydd nid yn unig yn gwella’r system ond yn creu system decach sy’n fwy tryloyw i’r holl athrawon.


Y camau nesaf
-------------


Nawr, byddaf yn croesawu sylwadau ysgrifenedig gan y prif randdeiliaid ar y canlynol: adroddiad Corff Adolygu Cyflogau Annibynnol Cymru; fy ymateb i’r prif argymhellion gan Gorff Adolygu Cyflogau Annibynnol Cymru; a’r cynnydd arfaethedig i gyflogau athrawon.


**Atodiad A**
-------------


Mae’r tabl canlynol yn cynnwys yr holl argymhellion gan Gorff Adolygu Cyflogau Annibynnol Cymru, fel y’u cyhoeddwyd yn ei Drydydd Adroddiad ar 11 Mehefin 2021, yn ogystal â fy ymateb.


Mae Corff Adolygu Cyflogau Annibynnol Cymru wedi argymell:




argymhellion Corff Adolygu Cyflogau Annibynnol Cymru
| Rhif | Argymhelliad | Ymateb arfaethedig/y camau gweithredu gofynnol |
| --- | --- | --- |
| 1 | Argymhellwn y dylid cynyddu pob pwynt graddfa statudol ar bob graddfa gyflog, a phob lwfans, 1\.75% yng nghyd\-destun chwyddiant cyfredol a rhagamcanol CPI. | 1\. Derbyn a diwygio’r Ddogfen Cyflog ac Amodau Athrawon Ysgol (Cymru). |
| 2 | Argymhellwn y dylai Llywodraeth Cymru egluro'r gwahaniaeth rhwng pennaeth gweithredol a phennaeth yn yr STPCD(C). | Ar hyn o bryd, nid oes diffiniad cyfreithiol o bennaeth gweithredol oherwydd bod y rolau a’r cyfrifoldebau’n amrywio, felly:1. Cam gweithredu ar unwaith:  Golygu’r Ddogfen Cyflog ac Amodau Athrawon Ysgol (Cymru) er mwyn i’r gwahaniaeth rhwng pennaeth sy’n gyfrifol am 1 ysgol neu fwy nag un ysgol fod yn fwy eglur;2. Tymor hwy  Comisiynu astudiaeth o’r rolau amrywiol sydd gan bennaeth, gan gynnwys darparu diffiniadau ffurfiol i roi eglurder ar deitlau swydd fel “pennaeth gweithredol”. |
| 3 | Argymhellwn y dylai Llywodraeth Cymru gynghori cyrff llywodraethu ysgolion i roi ystyriaeth lawn i gyd\-destun a chymhlethdod eu sefydliad wrth osod y cyflog ar gyfer penaethiaid sy'n atebol am fwy nag un ysgol, gan ddefnyddio'r pwerau disgresiynol sydd ar gael iddynt yn STPCD(C). | Ysgrifennu at gyflogwyr yn tynnu sylw at yr adran briodol yn Nogfen Cyflog ac Amodau Athrawon Ysgol (Cymru). |
| 4 | Argymhellwn y dylai Llywodraeth Cymru atgoffa cyrff llywodraethu ysgolion o'u cyfrifoldeb statudol i gytuno polisi cyflog blynyddol i'w hysgol, sy'n cynnwys datganiad am strwythur staffio'r ysgol a'r swyddi sy'n denu taliadau CAD ac i ymgynghori â'r staff ynghylch y polisi cyflog hwn, a'i rannu gyda nhw. | Ysgrifennu at gyflogwyr yn tynnu sylw at yr adran briodol yn Nogfen Cyflog ac Amodau Athrawon Ysgol (Cymru). |
| 5 | Argymhellwn y dylai Llywodraeth Cymru ymgynghori ar newid yn y ddarpariaeth yn STPCD(C) i ganiatáu i athrawon rhan\-amser dderbyn taliadau CAD1 a CAD2 amser llawn, gan gynnwys y gallu i ysgolion ddefnyddio'u disgresiwn eu hunain wrth wneud dyfarniadau o'r fath. | Cynnwys hyn fel rhan o’r adolygiad cynhwysfawr yn Argymhelliad 8 isod. |
| 6 | Argymhellwn i Lywodraeth Cymru y dylid cynnwys y diffiniad o hygludedd cyflog mewn set o egwyddorion gorfodol a disgresiynol i'w hymgorffori yn y STPCD(C) o fis Medi 2021\. | Derbyn a’i gynnwys yn y Ddogfen Cyflog ac Amodau Athrawon Ysgol (Cymru) newydd. |
| 7 | Argymhellwn y dylid ymgymryd â gwaith, ochr yn ochr â gweithredu Deddf Anghenion Dysgu Ychwanegol (Cymru), i bennu sut dylid cydnabod Cydlynwyr Anghenion Dysgu Ychwanegol yn ariannol. | Cynnwys hyn fel rhan o’r adolygiad cynhwysfawr yn Argymhelliad 8 isod |
| 8 | Argymhellwn i Lywodraeth Cymru, yng ngoleuni'r uchelgeisiau ar gyfer addysg yng Nghymru, cyflwyno’r Cwricwlwm i Gymru, a’r gwersi a ddysgwyd o’r pandemig, y dylid ymgymryd ag adolygiad cynhwysfawr er mwyn sicrhau bod strwythur cyflog ac amodau athrawon ac arweinwyr yn cwmpasu’r dyheadau at y dyfodol. | Comisiynu Corff Adolygu Cyflogau Annibynnol Cymru i gynnal adolygiad (gan gynnwys y lwfansau y sonnir amdanynt yn 5 a 7 uchod). |
| 9 | Argymhellwn, yn y cyhoeddiad nesaf o’r STPCD(C), y dylai Llywodraeth Cymru egluro sefyllfa'r raddfa pum pwynt; dilyniant cyflog a pherfformiad; a dilyniant cyflog ar yr YCU, fel yr argymhellwyd yn adroddiad 2020 yr IWPRB. | Derbyn a’i gynnwys yn y Ddogfen Cyflog ac Amodau Athrawon Ysgol (Cymru) newydd. |
| 10 | Argymhellwn y dylai Llywodraeth Cymru adolygu ar fyrder y ffordd y caiff deddfwriaeth cydraddoldeb ei monitro a'i hadrodd ar lefel ysgol ac awdurdod lleol, ac ystyried a oes angen newidiadau i’r STPCD(C) a pholisïau cyflog ysgolion, er mwyn sicrhau bod ysgolion ac awdurdodau lleol yn cyflawni eu dyletswyddau statudol mewn perthynas â chydraddoldeb. | LlC i ystyried hyn ac ysgrifennu at gyflogwyr pan fo angen gwneud hynny. |
| 11 | Argymhellwn y dylai Llywodraeth Cymru adolygu'r arweiniad sydd ar gael i lywodraethwyr ysgol am gyflog ac amodau a chyhoeddi llawlyfr llywodraethiant sy'n cael ei ddiweddaru'n rheolaidd. | LlC i ystyried y canllawiau presennol a rhoi diweddariad i Gyrff Llywodraethu pan fo angen gwneud hynny. |
| 12 | Argymhellwn y dylai Llywodraeth Cymru hwyluso trefniadau ar gyfer gwaith yn y dyfodol ar bolisi cyflog enghreifftiol ar lefel genedlaethol, gan ddileu'r angen felly i'r gwaith hwn gael ei ailadrodd ar draws consortia rhanbarthol ac awdurdodau lleol. | LlC i hwyluso trefniadau ar gyfer helpu sefydliadau cyflogwyr i symud gwaith ar fodel polisi cyflog ymlaen yn y dyfodol, a hynny ar lefel genedlaethol. |


Mewn egwyddor, rwy’n bwriadu derbyn yr holl argymhellion a restrir uchod **(A1\-A12\)** gan Gorff Adolygu Cyflogau Annibynnol Cymru.


Atodiad B
---------


### Pwyntiau graddfeydd cyflog a argymhellir ar gyfer 2021\-2022




Prif Ystod Cyflog Athrawon
| Pwynt graddfa | 2020 | 2021 |
| --- | --- | --- |
| M2 (isafswm) | £27,018 | £27,491 |
| M3 | £29,188 | £29,699 |
| M4 | £31,436 | £31,986 |
| M5 | £33,912 | £34,505 |
| M6 | £37,320 | £37,973 |




Ystod Uwch Cyflogau Athrawon
| Pwynt graddfa | 2020 | 2021 |
| --- | --- | --- |
| U1 | £38,690 | £39,367 |
| U2 | £40,124 | £40,826 |
| U3 | £41,604 | £42,332 |




Athrawon heb Gymhwyso
| Pwynt graddfa | 2020 | 2021 |
| --- | --- | --- |
| 1 | £18,169 | £18,487 |
| 2 | £20,282 | £20,637 |
| 3 | £22,394 | £22,786 |
| 4 | £24,507 | £24,936 |
| 5 | £26,622 | £27,088 |
| 6 | £28,735 | £29,238 |




Ymarferwyr Arweiniol
| 2020 | 2021 |
| --- | --- |
| £42,402 \- £64,461 | £43,144 \- £65,589 |




Ystodau Lwfansau
| Math o lwfans | 2020 | 2021 |
| --- | --- | --- |
| TLR1 | £8,291 \- £14,030 | £8,436 \- £14,276 |
| TLR2 | £2,873 \- £7,017 | £2,923 \- £7,140 |
| TLR3 | £571 \- £2,833 | £581 \- £2,883 |
| ALN | £2,270 \- £4,479 | £2,310 \- £4,557 |




Ystodau Cyflog Grŵp Arweinyddiaeth
| Pwynt graddfa | 2020 | 2021 |
| --- | --- | --- |
| 1 | £42,195 | £42,933 |
| 2 | £43,251 | £44,008 |
| 3 | £44,331 | £45,107 |
| 4 | £45,434 | £46,229 |
| 5 | £46,566 | £47,381 |
| 6 | £47,735 | £48,570 |
| 7 | £49,019 | £49,877 |
| 8 | £50,151 | £51,029 |
| 9 | £51,402 | £52,302 |
| 10 | £52,723 | £53,646 |
| 11 | £54,091 | £55,038 |
| 12 | £55,338 | £56,306 |
| 13 | £56,721 | £57,714 |
| 14 | £58,135 | £59,152 |
| 15 | £59,581 | £60,624 |
| 16 | £61,166 | £62,236 |
| 17 | £62,570 | £63,665 |
| 18\* | £63,508 | £64,619 |
| 18 | £64,143 | £65,266 |
| 19 | £65,735 | £66,885 |
| 20 | £67,364 | £68,543 |
| 21\* | £68,347 | £69,543 |
| 21 | £69,031 | £70,239 |
| 22 | £70,745 | £71,983 |
| 23 | £72,497 | £73,766 |
| 24\* | £73,559 | £74,846 |
| 24 | £74,295 | £75,595 |
| 25 | £76,141 | £77,473 |
| 26 | £78,025 | £78,025 |
| 27\* | £79,167 | £80,552 |
| 27 | £79,958 | £81,357 |
| 28 | £81,942 | £83,376 |
| 29 | £83,971 | £85,440 |
| 30 | £86,061 | £87,567 |
| 31\* | £87,313 | £88,841 |
| 31 | £88,187 | £89,730 |
| 32 | £90,379 | £91,961 |
| 33 | £92,624 | £94,245 |
| 34 | £94,914 | £96,575 |
| 35\* | £96,310 | £97,995 |
| 35 | £97,273 | £98,975 |
| 36 | £99,681 | £101,425 |
| 37 | £102,159 | £103,947 |
| 38 | £104,687 | £106,519 |
| 39\* | £106,176 | £108,034 |
| 39 | £107,239 | £109,116 |
| 40 | £109,914 | £111,837 |
| 41 | £112,660 | £114,632 |
| 42 | £115,483 | £117,504 |
| 43 | £117,197 | £119,248 |


\* Y pwyntiau hyn a phwynt 43 yw’r uchafswm cyflogau ar gyfer yr wyth o ystodau grŵp penaethiaid.







Translation:


 
I am pleased to publish today the third report of the Independent Welsh Pay Review Body (IWPRB), covering recommendations for amendments to teachers’ pay and conditions from September 2021\.


I would like to thank the IWPRB for producing such a detailed and comprehensive report despite the inevitable difficulties and disruptions caused by the pandemic.


The IWPRB make 12 main recommendations, all of which I am minded to accept in principle and aim to implement from 1 September. The full list of recommendations in the Report is at Annex A. Briefly, these include:


* Uprating all pay scales and allowances by 1\.75%; and
* Clarification and/or a review of policy in relation to certain existing terms and conditions.


Details of the new pay ranges for teachers are at Annex B.


Pay
---


These are uncertain times. Given the UK Government’s decision to freeze public sector pay, the Welsh Government did not receive any additional funding through the Barnett formula to provide for public sector wide pay awards in 2021\-22, with the exception of the NHS and those on the lowest wages.


This is a decision of the UK Government’s making but has a direct consequence for Wales.


Teachers’ pay is a significant element of schools’ and local authorities’ budgets and I am well aware of the many competing pressures on budgets at the moment.  The total cost of these proposals will be £14\.87m this financial year and will need to be met from within existing local authorities’ budgets. Local authorities were required to accommodate potential public sector pay awards in this year’s budget planning following the £176m cash increase in the local government settlement provided by Welsh Government for 2021\-22\.


Terms and conditions
--------------------


I welcome the recommendations relating to teachers’ terms and conditions.


Since devolution of powers over teachers’ pay and conditions we have diverged from the position in England by introducing a number of key changes, such as experience\-based pay progression and national statutory pay scales. I welcome the IWPRB’s comments on these matters and intend to provide the clarifications they have sought.


I also accept the recommendations on the need for further research and the need for the IWPRB to carry out a comprehensive review of the structure of teachers’ and leaders’ pay and conditions. It is vitally important that the development of a more distinct national system here in Wales not only improves and enhances the system but is also fairer and more transparent for all teachers.


**Next steps**
--------------


I will now be inviting written comments from key stakeholders on: the IWPRB’s report; my response to the IWPRB key recommendations; and on the proposed increases to teachers’ pay.


Annex A
-------


The following sets out the full set of recommendations from the IWPRB as published in its Third Report on 11 June 2021, together with my response.





### IWPRB recommendations



| No. | Recommendation | Proposed response/required action |
| --- | --- | --- |
| 1 | We recommend that all statutory scale points on all pay scales, and all allowances, are increased by 1\.75% in the context of current and forecast CPI inflation. | 1\. Accept and amend STPC(W)D. |
| 2 | We recommend that the Welsh Government should clarify the distinction between an executive head teacher and head teacher within the STPC(W)D. | There is currently no legal definition of an executive headteacher as roles and responsibilities vary, therefore:1. Immediate action:  Edit STPC(W)D to more clearly identify distinction between headteacher responsible for 1 school or more than 1 school;2. Longer term  Commission study of variation of headteacher roles including provision of formal definitions to provide clarity on titles such as “executive headteacher”. |
| 3 | We recommend that the Welsh Government advises school governing bodies to consider fully the institutional context and complexity when setting the pay for headteachers accountable for more than one school, using the discretionary powers available to them in the STPC(W)D. | Write to employers highlighting appropriate  section in STPC(W)D. |
| 4 | We recommend that the Welsh Government reminds school governing bodies of their statutory responsibility to agree an annual pay policy for their school, which includes a statement on the school’s staffing structure and the positions which attract TLR payments and to consult and share this pay policy with staff. | Write to employers highlighting appropriate  section in STPC(W)D. |
| 5 | We recommend that the Welsh Government consult on a change in the provision within the STPC(W)D to allow part\-time teachers to receive full\-time TLR1 and TLR2 payments, including schools using their own discretion in making such awards. | Include as part of comprehensive review in Recommendation 8 below. |
| 6 | We recommend to the Welsh Government that the definition of pay portability be encompassed in a set of mandatory and discretionary principles to be incorporated into the STPC(W)D from September 2021\. | Accept and include in new STPC(W)D. |
| 7 | We recommend that work is undertaken, alongside the implementation of the ALNET (Wales) Act, to determine how ALNCos should be remunerated. | Include as part of comprehensive review in Recommendation 8 below. |
| 8 | We recommend to the Welsh Government that in view of the ambitions for education in Wales, the introduction of the Curriculum for Wales, and the lessons learned from the pandemic, a comprehensive review should be undertaken to ensure that the structure of teachers’ and leaders’ pay and conditions embraces aspirations for the future. | Commission IWPRB to carry out Review (including allowances mentioned in 5 and 7 above). |
| 9 | We recommend that in the next publication of the STPC(W)D the Welsh Government clarifies the position on the five\-point scale; pay progression and performance and pay progression on the UPR, as recommended in the IWPRB’s 2020 report. | Accept and include in  STPC(W)D. |
| 10 | We recommend that the Welsh Government urgently reviews the monitoring and reporting of equalities legislation at school and local authority level, and considers whether changes are required to the STPC(W)D and school pay policies, to ensure that schools and local authorities carry out their statutory duties regarding equalities. | WG to consider and write to employers where necessary. |
| 11 | We recommend that the Welsh Government reviews the guidance available to school governors on pay and conditions and publishes a governance handbook which is regularly updated. | WG to consider existing guidance and update Governing Bodies as appropriate. |
| 12 | We recommend that the Welsh Government should facilitate arrangements for future work on a model pay policy at a national level, thereby removing the need for this work to be replicated across regional consortia and local authorities. | WG to facilitate arrangements for employers’ organisations to take forward future work on a model pay policy at a national level. |


In principle, I am minded to accept all of the IWPRB’s **(R1\-R12\)** recommendations above.


Annex B
-------


### **Recommended pay scale points for 2021\-2022**




Teacher main pay range
| Scale point | 2020 | 2021 |
| --- | --- | --- |
| M2 (min) | £27,018 | £27,491 |
| M3 | £29,188 | £29,699 |
| M4 | £31,436 | £31,986 |
| M5 | £33,912 | £34,505 |
| M6 | £37,320 | £37,973 |




Teacher upper pay range
| Scale point | 2020 | 2021 |
| --- | --- | --- |
| U1 | £38,690 | £39,367 |
| U2 | £40,124 | £40,826 |
| U3 | £41,604 | £42,332 |




Unqualified teachers
| Scale point | 2020 | 2021 |
| --- | --- | --- |
| 1 | £18,169 | £18,487 |
| 2 | £20,282 | £20,637 |
| 3 | £22,394 | £22,786 |
| 4 | £24,507 | £24,936 |
| 5 | £26,622 | £27,088 |
| 6 | £28,735 | £29,238 |




Leading practitioners
| 2020 | 2021 |
| --- | --- |
| £42,402 \- £64,461 | £43,144 \- £65,589 |




Allowance ranges
| Allowance type | 2020 | 2021 |
| --- | --- | --- |
| TLR1 | £8,291 \- £14,030 | £8,436 \- £14,276 |
| TLR2 | £2,873 \- £7,017 | £2,923 \- £7,140 |
| TLR3 | £571 \- £2,833 | £581 \- £2,883 |
| ALN | £2,270 \- £4,479 | £2,310 \- £4,557 |




Leadership Group pay range
| Scale point | 2020 | 2021 |
| --- | --- | --- |
| 1 | £42,195 | £42,933 |
| 2 | £43,251 | £44,008 |
| 3 | £44,331 | £45,107 |
| 4 | £45,434 | £46,229 |
| 5 | £46,566 | £47,381 |
| 6 | £47,735 | £48,570 |
| 7 | £49,019 | £49,877 |
| 8 | £50,151 | £51,029 |
| 9 | £51,402 | £52,302 |
| 10 | £52,723 | £53,646 |
| 11 | £54,091 | £55,038 |
| 12 | £55,338 | £56,306 |
| 13 | £56,721 | £57,714 |
| 14 | £58,135 | £59,152 |
| 15 | £59,581 | £60,624 |
| 16 | £61,166 | £62,236 |
| 17 | £62,570 | £63,665 |
| 18\* | £63,508 | £64,619 |
| 18 | £64,143 | £65,266 |
| 19 | £65,735 | £66,885 |
| 20 | £67,364 | £68,543 |
| 21\* | £68,347 | £69,543 |
| 21 | £69,031 | £70,239 |
| 22 | £70,745 | £71,983 |
| 23 | £72,497 | £73,766 |
| 24\* | £73,559 | £74,846 |
| 24 | £74,295 | £75,595 |
| 25 | £76,141 | £77,473 |
| 26 | £78,025 | £78,025 |
| 27\* | £79,167 | £80,552 |
| 27 | £79,958 | £81,357 |
| 28 | £81,942 | £83,376 |
| 29 | £83,971 | £85,440 |
| 30 | £86,061 | £87,567 |
| 31\* | £87,313 | £88,841 |
| 31 | £88,187 | £89,730 |
| 32 | £90,379 | £91,961 |
| 33 | £92,624 | £94,245 |
| 34 | £94,914 | £96,575 |
| 35\* | £96,310 | £97,995 |
| 35 | £97,273 | £98,975 |
| 36 | £99,681 | £101,425 |
| 37 | £102,159 | £103,947 |
| 38 | £104,687 | £106,519 |
| 39\* | £106,176 | £108,034 |
| 39 | £107,239 | £109,116 |
| 40 | £109,914 | £111,837 |
| 41 | £112,660 | £114,632 |
| 42 | £115,483 | £117,504 |
| 43 | £117,197 | £119,248 |


\* These points and point 43 are the maximum salaries for the eight headteacher group ranges.