• 01 How Victoria's teacher pay structure works — ranges, levels, and what drives progression 3
• 02 Current government school pay scale — Range 1, 2, and 3 (1 July 2025) 4
• 03 What's changing: the in-principle 2026 agreement — key terms and timeline 5
• 04 How Performance and Development drives your pay — the annual P&D cycle 6
• 05 Victorian Catholic school pay — CEMEA rates and the 2026 offer 7
• 06 Independent school pay in Victoria — Award minimums and enterprise agreements 8
• 07 Allowances and additional payments — TFI, remote, and leave loading 9
• 08 Take-home pay examples — two scenarios with net figures 10
• 09 How Victoria compares to other states — interstate salary benchmarks 10
• FAQ Frequently asked questions — six common questions answered 11

Victorian government school teachers are classified into three salary ranges:

Because pay progression depends on a structured annual review rather than automatic increments, understanding the system matters from the start of your career. The practical difference between Range 1 entry and the Range 2 ceiling is approximately $38,474 per year in gross salary. A teacher who misses a progression decision in year two falls one step behind for the remainder of their time at that level — getting progression right, consistently, is one of the more consequential things a new VIC teacher can manage.

The following rates apply under the Victorian Government Schools Agreement (VGSA) 2022, effective 1 July 2025. [Source: Victorian DET, PAL Salary Rates, 2025]

After the VGSA 2022 expired on 31 December 2025, the Australian Education Union (AEU) and the Victorian government entered protracted negotiations. In March 2026, approximately 35,000 teachers rallied in Melbourne. An in-principle agreement was reached in May 2026. [Source: AEU Victoria media release, May 2026; multiple major media reports]

Salary progression in Victoria is directly tied to the Performance and Development (P&D) cycle, a structured annual process between each teacher and their reviewer (principal or delegate). [Source: Victorian DET, Performance and Development policy] The cycle runs May to April each year.

Progression is one level per year maximum. There is no mechanism to skip levels for outstanding performance. Employers cannot set quotas — every teacher who meets requirements will progress. To be eligible on 1 May, you need at least six months of eligible service at your current salary level during the May–April cycle.

Evidence must be "adequate, authentic, appropriate and accurate". Common forms accepted:

• Student learning outcome data tied to your goals
• Direct observation feedback (from colleagues or leadership)
• Documentation of professional learning completed
• Reflection connecting your practice to the VIT teaching standards

Catholic schools in Victoria operate under the Catholic Education Multi-Enterprise Agreement (CEMEA), negotiated between Catholic employing authorities — including MACS (Melbourne Archdiocese Catholic Schools) and other diocesan employers — and the Independent Education Union (IEU VicTas).

The CEMEA 2022 delivered eight 1% increases every six months from January 2022 through July 2025. Catholic graduate starting salary has historically mirrored the government scale closely. [Source: IEU VicTas, CEMEA 2022 summary]

In October 2025, the Victorian Catholic Education Authority (VCEA) made an offer to teaching and support staff that included:

• A minimum 7% wage rise from January 2026 — described by Catholic employers as the largest single-year increase in over 25 years
• A $1,500 sign-on bonus for all ongoing and fixed-term employees (pro rata for part-time)
• A parity commitment: Catholic employers have committed to match whatever increases the Victorian government schools agreement delivers

If both the Catholic offer and the in-principle government agreement proceed as outlined, Catholic teachers in VIC will effectively reach parity with government rates over the life of the new agreement.

Independent school pay in Victoria varies significantly and cannot be summarised as a single scale. Each school sets its own terms, usually through an individual enterprise agreement negotiated with staff and/or the IEU VicTas.

All teachers not covered by a school enterprise agreement fall back on the Educational Services (Teachers) Award 2020 (minimum rates, effective 1 July 2025): [Source: Fair Work Australia, 2025]

These are legal minimums. Most Victorian independent schools pay above Award, particularly those with enterprise agreements.

• Most independent schools with enterprise agreements pay within 5–10% of government rates, or above
• Elite schools (AHIGS or APS groups) typically pay at or above the top of the government scale
• Smaller non-systemic independent schools (often faith-based) may pay at or closer to Award
• Independent school contracts often include additional conditions — review any package holistically (non-contact time, professional learning budget, salary packaging)

Beyond base salary, government school teachers may receive the following allowances. [Source: Victorian DET, PAL Allowances, 2025]

The remote area allowances are modest — significantly lower than equivalent payments in NT, WA, or Queensland. Victoria's primary financial mechanism for attracting teachers to regional and rural schools is the separate TFI program.

The TFI program offers payments of up to $50,000 before tax for teachers who accept roles at hard-to-staff rural and regional schools. [Source: Victorian DET, Targeted Financial Incentives program page]

Estimates based on 2025–26 ATO income tax brackets and standard assumptions. These do not account for HECS-HELP debt, salary packaging, or additional allowances.

HECS-HELP repayments: At an $85,000 salary, the compulsory repayment rate is approximately 3.5–4%, reducing take-home by roughly $2,975–$3,400 per year. Most early-career teachers carry HECS debt — factor this into your monthly budget from day one. The employer super guarantee rises to 12% from 1 July 2026 (not deducted from take-home pay).

As at 1 July 2025: [Source: respective state DET salary publications, mid-2025]

The gap between VIC and NSW has historically been the most acute interstate comparison. The in-principle agreement directly targets this: bringing the VIC graduate rate to ~$92,882 (NSW parity) from October 2026 is a central stated objective. The projected $151,419 top of classroom scale by 2029 would exceed current NSW rates by approximately $19,440 — subject to the final ratified agreement and any subsequent NSW increases.