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Teaching and Learning Responsibility Payments TLRPs Briefing for Headteachers

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Title: Teaching and Learning Responsibility Payments TLRPs Briefing for Headteachers


1
Teaching and Learning Responsibility Payments
TLRPsBriefing forHeadteachers
2
Aims of Session
  • To provide the context, background and link with
    other recent national initiatives
  • To provide information on the structure, criteria
    and timescale for implementation
  • To provide discussion time to address concerns
    and engage in collaborative thinking
  • To develop an action plan for each delegate to
    take back to school.

3
Agenda
  • Introduction 10 mins
  • Context and background on TLRPs 45 mins
  • Issues and opportunities 15 mins
  • Refreshment break 20 mins
  • What might the TLR look like? 30 mins
  • Planning Tool Finance Team 20 mins
  • What am I going to do now? 15 mins
  • WWW EBI Close 10 mins

4
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.
  •  

5
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).

6
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.
7
September 2004 Agreement
  •  
  • Context for the Agreement and key driver for
    changes is workforce remodelling
  • Current management allowances do not further
    objectives of remodelling and are often widely
    misused (see PwC Report)
  •  

8
September 2004 Agreement
  • If changing roles/responsibilities, devising new
    working relationships and focusing teachers work
    directly on teaching and learning - then must
    review/revise how teaching and learning are
    managed in school
  •  
  • Remodelling school management is thus an
    inevitable consequence of, and natural
    progression from the core ambition of the
    remodelling agreement (RIG).

9
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.

10
Management Allowances
  • 51.4 of all classroom teachers hold a Management
    Allowance
  • Approximately 240,000 teachers receive MAs
  • Annual bill for MAs 900m.

11
Management Allowances
12
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

13
Teaching and LearningResponsibility
Payments(TLRPs)
14
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.

15
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.

16
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.

17
TLR Payments
  • TLR payments should be subject to
  • A statutory minimum and maximum level
  • A nationally applicable differentiation of
    payments between those points (recommended
    minimum differential of 1,500).
  • There will be two levels TLR1 and TLR2
  • For TLR 1 the minimum should be 6,500 and the
    maximum 11,000
  • For TLR 2 the minimum should be 2,250 and the
    maximum 5,500.
  • Teachers to be paid a spot rate on the
    appropriate range.

18
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
19
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

20
TLR Payments
  • Providing a TLRP minimum value at a higher
    rate than the lowest current MA marks a clear
    break. There would be no automatic read across
    from MAs to TLRPs
  • Teachers holding MAs could not simply be moved
    across to an equivalent post in the new system.
    Schools would need to consider carefully their
    staffing structures. para 2.26

21
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.

22
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).

23
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

24
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.

25
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.

26
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.

27
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.

28
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!).

29
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.

30
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.

31
The Excellent Teacher SchemeFirst and foremost
excellent classroom practitionersThe
pinnacle of the classroom teachers roleA
gold standard
32
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.

33
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

34
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.

35
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

36
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

37
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.

38
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.

39
Excellent Teacher issues
  • Where will Excellent Teachers sit in new staffing
  • structure?
  • Within learning areas, departments or faculties.
    or outside them - class teacher with in-reach?
  • Is a Coaching, Pedagogy or Learning Technology
    Team feasible? focused solely on the skills of
    classroom practice and working across the school
    SENCOs already do this.
  • Should there be a Leadership Coach (at Assistant
    Head level) and a Support Staff Coach as part of
    the Pedagogy/Coaching Team?

40
Excellent Teacher issues
  • Where will Excellent Teachers come from?
  • There is a likely differential of 2,400 above
    UPS3 for ETs (Sept 2005) a teacher holding MA2
    or higher will not be attracted - and the new
    safeguarding regime takes away any long term
    cushion.
  • In short term, only financial incentive likely to
    be for teachers presently holding MA1 or no MA at
    all are we looking at an ET scheme for younger
    teachers only?

41
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?

42
Need for high quality Performance Management
  • Should be rigorous
  • All heads should have training
  • Link pay and performance.

43
TLRP Management Tool
Demonstration of Excel spreadsheet by Finance
Officer
44
Finding Guidance
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