Teaching and Learning Responsibility Payments TLRPs Briefing for Governors

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Teaching and Learning Responsibility Payments
TLRPsBriefing forGovernors
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Session Objectives

• Understand the latest developments in teachers
  pay
• Understand the Governing Bodys role
• Prepare to meet your statutory responsibilities.

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Why do we need to change?

• The need to remodel school management
• Focus on Teaching and Learning
• Reduce workload
• Teacher shortage
• Perceived failings of the Management Allowances
  System
• An alternative to UPS4 and 5
• Reward excellent classroom practitioners
• Share best practice.

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Where did this begin?

•  
• August 2002, Estelle Morris gave remit to
• the STRB as a longer term issue
•  
• Given the need for any allowance to support the
  overall school workforce strategy the STRB are
  asked to report on the number, purpose and
  school arrangements for awarding allowances and
  the interaction with performance related pay.
•  

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Chronology 1

• January 2003 National Workload Agreement.
• November 2003 STRB 13th Report (Part 1)
  recommended new framework to replace Management
  Allowances.
• January 2004 The January Agreement on Rewards
  and Incentives submitted to STRB for 13th Report
  (Part 2)
• UPS3 funding resolved Excellent Teacher Scheme
  (ETS)
• New Management Allowances framework supported.
• February 2004 Review and Incentives Group (RIG)
  established.
• March 2004 STRB 13th Report (Part 2).

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Chronology 2
April 2004 Management Allowances frozen at
2003 values. September 2004 September RIG
Agreement submitted to STRB on TLR payments, ETS
and safeguarding. February 2005 STRB 14th
Report (and Secretary of State response). March
2005 End of consultation period.
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RIG Proposals September 2004

• Review all elements of schools staffing
  structure in consultation with recognised union
  representatives and staff
• Review should extend to audit of all posts of
  responsibility in accordance with the criterion
  and factors covering the award of TLR payments
  and the professional duties of all teachers,
  including those in the Leadership group
• Review should be completed and revised staffing
  structure published no later than 31st December,
  2005.

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Management Allowances
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Management Allowances

• STRB commissioned Price Waterhouse Coopers (PwC)
  to research
• management allowances
• PwC found little consistency in awarding MAs
  both within and between schools
• Comparable posts attracted widely different
  allowances.
• MAs were used for admin duties, recruitment and
  retention, rewarding performance.
• Some schools stuck with MAs for historical
  reasons.
• STRB conceded a substantial change in attitude
  and practice
• is required thorough change is needed.
•   
• STRB Report November 2003 Chapter 5

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Teaching and LearningResponsibility
Payments(TLRPs)
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TLR Payments

• Criteria
• To qualify for any TLR payment
• Significant responsibility not required of all
  classroom teachers
• Focused on teaching and learning
• Requiring teachers professional skills and
  judgement
• Leading, managing and developing a subject or
  curriculum area or
• Leading managing and developing pupil development
  across the curriculum
• Impact on educational progress beyond the
  teachers assigned pupils
• Leading, developing and enhancing the teaching
  practice of others.
• NB May be temporary to cover secondments,
• maternity leave, long-term absence, vacancy
• pending substantive appointment.

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TLR Payments

• For a TLR 2 payment factors (a) to (c) must be
  met
• (a) impact beyond own pupils
• (b) influencing practice of others positively
• (c) accountability for subject/curriculum area.
• A TLR 1 payment must have all 3 above plus factor
  (d)
• (d) having line management responsibility for a
  significant
• number of people
• Responsibility for which a TLR is awarded should
  be clearly defined in the job description.

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TLR Payments

• The following categories of teachers likely to be
  affected are
• those
• receiving management allowances for recruitment
  and retention reasons or as rewards for
  performance
• carrying out tasks no longer considered
  appropriate under remodelling
• receiving allowances for historic reasons
• undertaking a task which may be focused on
  teaching and learning but does not meet the
  criterion and factors for the award of TLR
  payments
• who meet the criteria and factors for a TLR
  payment, but are affected by a change in the
  value of the allowance.

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TLR Payments
MA5 10,572 MA4 7,833 MA3 5,688 MA2
3,312 MA1 1,638
11,000 (9500) (8000) 6500
Criteria a,b,c d
TLR1
5500 (3750) 2250
Criteria a,b,c
TLR2
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TLR Payments

• Schools must
• Undergo a restructuring of Management Structure
  and Allowances
• Devise a new and clear staffing structure based
  solely on the criteria and factors already
  listed
• Publish the new structure as an annex to its pay
  policy (with staffing structure for support
  staff)
• Ensure all TLR payments complement the
  responsibilities of the Leadership group
• Identify Excellent Teacher posts within their new
  staffing structure (if they intend to create
  any)
• Teachers affected by the new Management Structure
  should receive written notification stating how
  this affects them by
• 31st January, 2006.
• The whole process will be underpinned by
• Regulations and Statutory Guidance -
  www.teachernet.gov.uk

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TLR Payments

• When devising a new staffing structure based on
• TLR payments it
• Should be based on responsibilities and NOT
  people
• Must be capable of justifying the differing
  responsibility levels (differentials should be
  accurate and matched against published criteria)
  
• Must have full regard to both job weight and
  equal pay.

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Losing TLR Payments

• TLRPs can be withdrawn or cease when
• A teacher moves from one school to another
• A teacher declines to perform the
  responsibilities attached to the TLRP
• A teacher loses responsibilities as a result of
  capability proceedings
• The responsibilities are restructured (subject to
  safeguarding).

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TLR PaymentsManaging the Transition

• Principles
• Teachers must focus on teaching and learning and
  not work which should properly be undertaken by
  support staff
• There will be national guidance and a national
  framework for the transition but implementation
  is a local issue
• The new structure must be transparent and fair to
  all

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TLR PaymentsManaging the Transition

• Principles
• Staff must be clear about the impact which the
  new structure will have on them when it is fully
  implemented
• There must be a clear and explicit transition
  timescale
• After transition the new structure should not
  cost more than the old one the expectation is
  that it should cost less
• Any savings should be redeployed at school level.

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Restructuring - Phase 1

• Governing bodies will be subject to a statutory
• requirement to
• review all elements of the management structure
• consult with staff and recognised trade unions
• finalise the transfer of any outstanding tasks to
  support staff
• audit all current management allowances against
  TLR criteria.

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Restructuring - Phase 1

• On completion of the review the structure must be
  published by 31st December, 2005 as an annex to
  the schools pay policy
• A transition timetable for the move to the new
  structure must be published at the same time
• All teachers must be able to see clearly what all
  the implications will be for them
• Headteachers/Governors must inform all staff in
  writing about the new structure and how it will
  affect them by 31st January, 2006.

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Restructuring - Phase 2

• 3 year transition period
• Starting date 1st January, 2006
• Last completion date 31st December, 2008.
• The timetable is ambitious but achievable
  (para 2.33)
• Management allowances will continue limited to
  12 months from date when first awarded no new
  allowances at all after 31st December, 2005.
• First date for a TLR payment is 1st January,
  2006.

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A Possible Schedule for TLRPs

• This produces the following timetable
• 19th October formal proposals published for
  consultation
• 23rd November deadline for responses (allows a
  week for half term)
• 14th December full governors meeting (with
  mulled wine and seasonal nibbles!).

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Safeguarding

• Overarching principles
• No immediate drop in total salary through no
  fault of teacher
• Applied on a mandatory basis
• Applicable on 3 year basis
• Applicable on cash basis
• Teacher must know what arrangements apply to them
  and they must be stated on annual salary
  statement.

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Special Educational Needs

• If your SENCO currently holds a Management
  Allowance, you will need to write a TLR job
  description for the post
• Remember that, while teachers direct and
  supervise the work of TAs, Time For Standards
  suggests that they should not be their line
  managers
• SEN allowances seem set to continue in the short
  term but their days look numbered.

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The Excellent Teacher Scheme
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The Excellent Teacher Scheme

• Target group 20 of those teachers reaching
  UPS3 but not
• a quota.
• Scheme begins 1st September, 2006.
• First awards 1st September, 2007.
• Standards Rigorous and challenging.

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Expectations of an ETS

• Induction of newly qualified teachers
• Mentoring other teachers
• Sharing good practice through demonstration
  lessons
• Helping teachers to develop their expertise in
  planning, preparation and assessment

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Expectations of an ETS

• Helping other teachers to evaluate the impact of
  their teaching on pupils
• Undertaking classroom observations to assist and
  support the performance management process
• Helping teachers to improve their teaching
  practice, including those on capability
  procedures.

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Applying for ETS status

• Must be voluntary and in writing
• Cannot step down into ETS
• ASTs or Leadership group members may step down
  to UPS3 but may still apply (ASTs need not be
  assessed against national standards)
• Headteacher endorsement is essential if
  declined can take out a grievance

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Applying for ETS status

• All endorsed applications must be externally
  assessed (costs met by DfES grant)
• Can only apply for ET posts when ET standards met
  may continue to apply for further posts without
  reassessment

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Applying for ETS status

• ET post must be established on schools
  structure, funded by the school. If teachers
  applying exceed available posts normal
  recruitment applies unsuccessful candidates
  cannot be required to work as an ET
• Once in post performance to be assessed against
  expectations of role.

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Excellent Salaries?

• An ETs salary should be
• Commensurate with excellent performance
• Distinctive and separate from main scale and
  UPS3
• Not combined with a TLR payment and
• Should be 35k from September 2005 (7.3 more
  than UPS3).
• Funding
• No specific DfES grant but there will be
  provision in schools
• baseline budgets to assist them in meeting the
  cost of the ETS.
• Estimated cost of ETS 40m in 2008/9.

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Excellent Teacher issues

• Where will Excellent Teachers come from?
• Will some teachers seek ET accreditation for
  status only?
• In longer term, normal route to ETS will take 12
  years with double increments it can be reached
  in less perhaps 6 to 8? Is it likely that a
  teacher who is talented enough to meet the ETS
  criteria is not already receiving a TLR payment?

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Need for high quality Performance Management

• Should be rigorous
• All heads should have training
• Link pay and performance.

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The reality of the situation

• Fundamental change to teachers pay
• Some teachers will be adversely affected
• Restructuring is an opportunity as well as a
  challenge
• The timescale is short prepare now!

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Finding Guidance