If you think you may be entitled to an increase in your job-sized salary read on – and start to look into it now.

The rules around review of job-sizing scores and, consequently, your salary are clearly set out in appendix 2.3 of the national handbook of conditions of service (see www.snct.org.uk). Posts should be job-sized before appointment and can only then be re-sized at two points of the year (see below). Further, a re-sizing can only occur when there have been specific changes to your school or role. A long list of these criteria is set out in appendix 2.3a to the handbook which is also available on the SNCT website.

Almost the only circumstances in which we have been successful in getting re-sizing claims backdated is when there has been a clear record of the member seeking a re-sizing but they have been given wrong information or have been ignored by their employer. With this in mind it is extremely important that you act as soon as you think there is a case for your salary to be increased. That said, through the re-sizing process, salaries can go up as well as down so it is VERY important to test your information in the toolkit to see what impact it would have on your job-size score and salary (the toolkit is also available on the SNCT website).

When can I get a job-sizing review?

There are only two points in the year:

  • the end of the school session (to be implemented from 1 August).
  • in December (effective from 1 February)

A post can only be reviewed once in any twelve month period.

What is the process?

Stage 1: I think I might qualify for an increase in salary.

Stage 2: Check against the re-sizing criteria in appendix 2.3a of the SNCT handbook

Stage 3: If you qualify, test your information in the job-sizing toolkit. Remember salaries may go up as well as down and other factors may have moved in a negative direction.

Stage 4: If you qualify and have had a positive result at stage 3, make an application to be resized with your local authority.

Stage 5: Your application should be processed in a timely manner and implemented along the timescales set out above. If this is not the case, contact your AHDS Area Officer for support.

While we are talking about your finances, lets touch on two more points:


If you get to retirement and have a dispute with the pensions agency about your length of qualifying service or salary at any given point then it can be very difficult to get information from your employer/s for periods well in the past (particularly if you work through any period of local government reorganisation such as in 1997).

Prepare yourself and protect your pension. Save ALL your payslips and contracts.

If you are nearing retirement check your service record with the pensions agency and try to resolve any discrepancies now rather than wait until your pension is due to take effect.

Lifetime conservation

If you were in post before the introduction of job-sizing and found yourself in the position that your post was job-sized lower than the salary you were getting at that time, you will have received lifetime conservation. As a result of changes introduced in July 2011, lifetime conservation will no longer exist from 31 March 2016. If this will affect you then you need to consider what your job size score and salary will change to. If you wish to maintain a particular salary level it may mean you need to look out for alternative posts.