[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-164366-105":53,"doc-detail-164366-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","upper-pay-range-application-with-example-targets","Upper Pay Range Application - With Example Targets","","Upper Pay Range application guidance for qualified teachers seeking advancement to UPS1 under the School Teachers’ Pay and Conditions framework. The document explains eligibility, evidence requirements, appraisal objective setting, submission process to the Headteacher by 31 October, and conditions for successful placement and backdating to 1 September. It also details decision feedback, appeal grounds and procedure, retention of entitlement when changing schools, and definitions for “highly competent,” “substantial,” and “sustained.”",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":36,"@type":70,"position":76},"https://docshare.wps.com/template/forms/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/upper-pay-range-application-with-example-targets/164366/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/upper-pay-range-application-with-example-targets/164366.png","ImageObject",442,249,{"name":88,"@type":89},"Eliana","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-09-23","2026-08-31",true,{"@type":98,"interactionType":99,"userInteractionCount":73},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"Who can apply for the Upper Pay Range and how often can they submit an application?","Question",{"text":108,"@type":109},"Any qualified teacher may apply to be on the Upper Pay Range, but only one application can be made each year. A separate application is needed if the teacher works at another school.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What must be included when submitting the request to the Headteacher?",{"text":113,"@type":109},"The application must be submitted to the Headteacher and include two successful performance management reviews. The written request to the Headteacher must be submitted by 31 October each year (email is acceptable).",{"name":115,"@type":106,"acceptedAnswer":116},"What happens if an application is successful or unsuccessful?",{"text":117,"@type":109},"Successful applications place the teacher on point 1 of the Upper Pay Range and are backdated to 1 September. Unsuccessful applicants receive written reasons about which standards were met or not, plus advice on development; they may also appeal under the school’s pay policy.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},164366,1790168856,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":35,"category_name":36,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":73,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":79},4398048949847,"https://ap-avatar.wpscdn.com/avatar/400002536579ef2da7f?_k=1778318612642679267","Upper Pay Range\nApplication (With Example Targets)\nIn accordance with the STPCD any qualified teacher can apply to be on the upper pay range. Only one application can be made each year. A separate application should be made if the teacher works at another school.\nThis form may be used as a method of providing evidence. However, for a teacher on point 5 of the main pay scale, the appraiser and appraise should select objectives (in line with the \u0013 HYPERLINK \"http://www.learningtrust.co.uk/hr\" \\h \u0014Appraisal Policy\u0015) that provide the evidence needed to move to UPS1. The appraiser should share a copy of this application with the teacher and set post threshold targets accordingly.\nApplications must:\nBe submitted to the Headteacher.\nInclude two successful performance management reviews (there may be exceptional circumstances where two cannot be provided e.g. sick leave, disability, maternity leave or contingency measures due to COVID-19).\nInvolve a written request to the headteacher that is submitted by 31st October each year. This can be done by email. Schools can specify a later deadline should they wish and consideration will be given to accepting late applications after the closing date where individual circumstances e.g. absence prevent this deadline being met.\nThe criteria\nTeachers who want to apply to be paid on the upper pay range should apply to the Headteacher. The Headteacher will consider each application against the standards as set out under section 15.2 of the School Teachers’ Pay and Conditions Document.\nthat the teacher is highly competent in all elements of the relevant standards; and\nthat the teacher’s achievements and contribution to an educational setting or settings are substantial and sustained.\nVersion: \tOctober 2021\nCompleted by:\t\u0013 USERNAME   \\* MERGEFORMAT \u0014Education HR Team\u0015\nPrint date:\t\u0013 PRINTDATE   \\* MERGEFORMAT \u001429/10/2021 13:44:00\u0015\nTeachers who make successful applications will be placed on point 1 of the upper pay range, and this will be back dated to 1 September in that year. Teachers appointed to the school who have previously become entitled to be paid on the upper pay range will retain their entitlement to any points already awarded on this scale.\nTeachers whose application is unsuccessful should be given written reasons, detailing which standards have been met and those which have not. Normally, it is expected that any concerns will have already been shared with the teacher during the last 2 years. Written reasons should be given within 20 working days of the decision being notified to the Governing Body by the Headteacher. They are also entitled to receive clear advice on how they need to develop in order to reach the post threshold teacher standards. If they wish to appeal against this decision they should refer to the schools pay policy for the Pay Appeals Procedure.\nThe entitlement of a teacher to be paid on the upper pay range is retained when moving to another school covered by the School Teachers’ Pay and Conditions Document.\nDefinition of terms\n‘Highly competent’: the teacher’s performance is assessed as having excellent depth and breadth of knowledge, skill and understanding of the Teachers’ Standards in the particular role they are fulfilling and the context in which they are working.\n‘Substantial’ means the teacher’s achievements and contribution to the school are significant, not just in raising standards of teaching and learning in their classroom, or with their groups of children, but also in making a considerable wider contribution to school improvement, which impacts on pupils’ progress and the effectiveness of staff and colleagues. (This does not imply that the teacher needs to hold a whole school responsibility).\n‘Sustained’ means the teacher must have two successive appraisal reports and have made good progress towards their objectives during this period (see exceptional circumstances e.g. maternity/sick leave). They will have been expected to have shown the quality of teaching","cbCaivQ0DDNxJKkf","https://ap.wps.com/l/cbCaivQ0DDNxJKkf","docx",125243,10,"English","# Upper Pay Range Application\n## Eligibility and Requirements\n## Submission Process and Deadlines\n## Assessment Criteria and Definitions\n## Moving Up the Upper Pay Range\n## Pay Appeals Procedure","[{\"question\":\"Who can apply for the Upper Pay Range and how often can they submit an application?\",\"answer\":\"Any qualified teacher may apply to be on the Upper Pay Range, but only one application can be made each year. A separate application is needed if the teacher works at another school.\"},{\"question\":\"What must be included when submitting the request to the Headteacher?\",\"answer\":\"The application must be submitted to the Headteacher and include two successful performance management reviews. The written request to the Headteacher must be submitted by 31 October each year (email is acceptable).\"},{\"question\":\"What happens if an application is successful or unsuccessful?\",\"answer\":\"Successful applications place the teacher on point 1 of the Upper Pay Range and are backdated to 1 September. Unsuccessful applicants receive written reasons about which standards were met or not, plus advice on development; they may also appeal under the school’s pay policy.\"}]","Upper Pay Range Application - With Example Targets | DOCX",1788152178]