Reward and Development Pathways
Rewards at a glance
The table below demonstrates a clear comparison between typical MAT practice, sector benchmarks and the LST offer.
Progression Reward at a Glance
| What You Get | In Most MATs | At LST |
| Speed of Progression | Teachers mostly move one point per year and reach UPS after around six years. Early UPS progression is rare. | Fast track colleagues may be considered for UPS in years three to four. An additional pay point may be awarded in the same cycle where evidence is strong. Progression through UPS can be faster where influence is Trust-wide. |
| Protected Time | Development is often completed on top of existing workload. Protected time is rarely specified. | Fast Track colleagues receive two protected leadership days per half term. |
| Leadership Training | Access to NPQs varies depending on funding. Leadership development is mostly Academy based with limited exposure to senior roles. | Guaranteed NPQ funding for approved colleagues. Priority access to the LeadWell leadership curriculum, including coaching with senior leaders, seminars, project leadership and executive shadowing. |
| Cross Trust Leadership Experience | Opportunities to work across Academies are limited and usually informal. Leadership placements are uncommon. | Structured leadership placements in partner academies. Opportunities to lead reviews, contribute to Trust-wide projects and engage in strategic innovation. |
| Recognition and Succession | Success planning varies. Internal promotions follow standard processes without additional access. | Fast Track colleagues are named in formal succession planning. Where essential criteria are met, they are guaranteed an interview for internal leadership roles. Their project outcomes are publicly recognised. |
| Extended Release and Sabbaticals | Sabbaticals are extremely rare and typically unfunded. Extended release time is uncommon. | Colleagues may access extended release time linked to Trust priorities. Sabbatical opportunities are available by ageement with the CEO for research, innovation or Trust-wide impact. |
Mobility Reward at a Glance
| What You Get | In Most MATs | At LST |
| Additional Payment | Mobility work is often seen as a goodwill. Financial recognition is rare, inconsistent and usually informal. | Defined coss Academy roles may attract a fixed term TLR 3 or equivalent allowance. Higher allowances are available for system level work. |
| Time and Workload | Work in other Academies is usually added on top of existing responsibilities with little adjustment to timetable or duties. | Mobility roles include protected time. Timetables and duties are adjusted so cross Academy work replaces other tasks rather than adding to them. Sustained or system roles include reduced duties and protected days. |
| Travel and Practical Support | Staff typically absorb travel time and costs or claim inconsistently. Practical support varies widely. | Working patterns are planned around multi-site movement. Access to NHS Fleet electrical car salary sacrifice scheme. Priority use of Trust EV charging points. Travel time incorporated into the working day. Priority access to childcare where available (Academy nearest home). |
| Professional Learning | Limited focus on the development value of mobility. Learning is not always captured or shared. | Mobility is treated as a development opportunity. Colleagues access coaching, LeadWell sessions and system leadership learning. Reflections and outcomes are shared across the Trust. |
| Career Impact | Experience may support future applications but is rarely recognised formally in progression or succession planning. | Mobility roles are considered in succession planning. System experience strengthens readiness for middle and senior leadership. Contributions are referenced in internal recruitment and recognised publicly. |
Insight Reward at a Glance
| What You Get | In Most MATs | At LST |
| Protected Time | No dedicated time. Specialist work squeezed around teaching or core duties. | Three to six funded Enquiry Days per year for research. Protected time built into directed hours. |
| Professional Standing | Staff usually pay for their own membership or go without. | LST pays for membership of a relevant professional body such as Chartered College of Teaching, NASEN, CIM or CIPD. |
| Specialist Allowance | Specialist work often unpaid or absorbed into day to day responsibilities. | Mini research grants (£250-£500) for resources, evaluation tools or pilor design. |
| Development Funding | Generic CPD with little investment in subject or specialist expertise. | Funded specialist training such as Ofsted curriculum training, NPQs, Chartered Teacher modules or targeted qualifications. |
| External Networks | Limited access, dependent on Academy budget or self funding | LST funds attendance at external conferences or networks such as ResearchEd, SSAT or Festival of Education. |
| Project Capacity | Specialist work delivered on top of existing workload. | Administrative or analytical support for Trust projects to make specialist contributions deliverable. Access to Laidlaw Scholars for research, data or evaluation support. |
| Visibility and Legacy | Recognition limited to the home Academy. | Publication of specialist work, via Laidlaw Foundation, opportunities to speak at Trust events and inclusion in succession planning. |
| Legacy Reward | Almost never available. | In exceptional cases, a one-off project completion payment up to £500 for significant and sustained impact. |