Revised Pay Offer 2024/2025

What’s new?

Members are advised that the management side have made a revised pay offer to our members. The offer is for 5.5%. It is important that members read the full offer which can be found here.

Member consultation

A consultation survey to members regarding the revised pay offer will open on Monday, 24 March 2025 at 9am and will close on Thursday, 27 March 2025 at 12pm.

An email with the link to the survey will be sent to your preferred email as indicated on the INTO database on Monday, 24 March 2025.

Members are advised that the email will issue from a company called CIVICA and are advised to check your spam folder if you don’t see the email during this timeframe.

Timeline

Key Documents

 

NITC Pay Agreement 2025

Town Hall Event for Members Recording

Frequently Asked Questions

No, paragraph 5 of the offer is clear that “This in no way negates or dilutes the rights of any trade union to take lawful, legitimate industrial action”.
If members vote no, there will not be a pay increase for the 2024-25 academic year. Due to how Northern Executive finances work it is unlikely that there will be as significant an offer for some time.
If any of the five member unions within NITC do not accept the offer, then Management Side will remove all parts of the offer.
In this offer Management Side have now recognised the importance of addressing workload in the context of the Jordanstown Agreement and the Workload Agreement TNC 2024/2.

They have clarified that teachers’ contract remains at a maximum of 1265 directed hours and a teacher cannot be directed to do anything outside of directed time.

This means that schools will be reminded that they have the opportunity to exercise flexibility in relation to the time and place for PPA.

It also means that where schools need to vary directed time for controlled assessment or coursework marking that this will be accounted for in the time budget.

Members are advised to continue to log the time taken for marking of controlled assessments.

The current projection is that next year’s pay offer will be made no later than January. INTO acknowledges that this position is unsatisfactory but is outside management side’s control.

The Northern Ireland Executive is currently operating from an interim fiscal framework from Westminster while a new fiscal framework continues to be negotiated. Once this is resolved it would be our expectation that pay awards across the public sector will be paid at an earlier date.

**Please note these calculations are based on Gross Pay figures**

Scale Point September 2023 Plus 5.5% September 2024 Approximate Gross Back dated pay
M2 £30,000 £1,650 £31,650 £1237.50
M3 £32,067 £1,764 £33,831 £1323
M4 £34,458 £1,895 £36,353 £1421.75
M5 £37,093 £2,040 £39,133 £1530
M6 £39,948 £2,202 £42,145 £1652
 
UPS1 £43,191 £2,376 £45,567 £1782
UPS2 £44,753 £2,432 £47,215 £1832.50
UPS3 £46,368 £2,550 £48,918 £1912
 
Leadership Point
L10 £58,776 £3,233 £62,009 £2425.25
L17 £69,568 £3,826 £73,394 £2788.80
L24 £82,416 £4,533 £86,949 £3400
 
Teaching Allowance
TA1 £2,282 £126 £2,408 £94.50
TA2 £4,609 £253 £4,862 £189.75
TA3 £7,192 £435 £8,347 £326.25
TA4 £10,897 £599 £11,496 £449.25
TA5 £14,705 £809 £15,514 £606.75
 
SEN Points
Special Needs 1 £2,475 £136 £2,611 £102
Special needs 2 £4,886 £269 £5155 £201.75

The net salary back pay will be paid as soon as is possible and is anticipated at the earliest in the end of May salary for permanent full-time teachers and in June for substitute teachers. There may also be some delays for staff who have a complex working pattern or have been subject to other flexible working or maternity/paternity/adoptive leave arrangements.
While the annex wasn’t shared during the previous offer, they are being shared with this offer. Following consultation with unions the list of agreed measures has been expanded to reflect the issues raised by members.
INTO would expect a gradual de-escalation of ASoS. Schools will already have in place arrangements to take members up to the end of the spring term. The ASoS will therefore be finished by the Easter break.

Working patterns taking account of the ‘Heads of Agreement’ agreed measures will be in effect from the beginning of the third term of this academic year.

The ‘Heads of Agreement’ document outlines the areas of agreed work in relation to workload for Management side to complete in consultation with the trade unions.

Uniquely each identified area has an agreed timeline for the completion of this work. This is a new time bound approach to progressing areas of workload issues that have been identified by members.

If Management Side do not uphold their responsibility relating to these agreed timelines, then the normal dispute resolution mechanisms available to Trade Unions can and will be used.  Such measures will be in line with the Labour Relations Agency Code of Practice relevant to these matters alongside the existing democratic decision-making mechanisms of the INTO.

No. You are being directed to fulfil these roles so must have adequate time allocated in your agreed time budget. The Principal in directing you to undertake these activities/duties should determine with your agreement the amount of time which you will spend on these roles.
The ‘Heads of Agreement’ document outlines at point 18 that MS along with trade unions will work on the development of a collective grievance procedure to deal with outstanding DTBs. This would allow for multiple teachers within a school to seek to challenge school leaders to have DTBs put in place as outlined under the Workload Agreement TNC 2024/2.
The ‘Heads of Agreement’ document outlines at point 19 that where an issue around DTBs cannot be resolved at school level, it will be raised with the relevant trade union office who will bring these to the attention of the school improvement professional and/or the Chair of the Board of Governors as applicable.

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