From From Management Management Allowances to Allowances to

TLRsTLRsHow To Protect How To Protect

TeachersTeachers

““IN THE MELTING POTIN THE MELTING POT””

Any teacher with a promoted post is at Any teacher with a promoted post is at riskrisk

not an assimilation exercisenot an assimilation exercise linked to remodelling and based on linked to remodelling and based on

cutting the teachers’ paybillcutting the teachers’ paybill restructuring could remove any paymentsrestructuring could remove any payments

three year cash safeguarding onlythree year cash safeguarding only cuts in pay and pensions for many cuts in pay and pensions for many

teachersteachers fewer career prospects for othersfewer career prospects for others

RIGGEDRIGGED

““Rewards & Incentives Group”Rewards & Incentives Group”

DfESDfES National Employers OrganisationNational Employers Organisation ATL, NASUWT, PAT, SHA – and ATL, NASUWT, PAT, SHA – and

formerly NAHTformerly NAHT

joint proposals to STRB, accepted by joint proposals to STRB, accepted by STRB and by Secretary of StateSTRB and by Secretary of State

NUT NUT excludedexcluded from RIG from RIG

THE NUT’S THE NUT’S PROMISEPROMISE

Opposition to reduction in number of posts Opposition to reduction in number of posts of responsibilityof responsibility

Protection for members against any loss of Protection for members against any loss of pay resulting from introduction of TLRspay resulting from introduction of TLRs

We will support you through the process. We will support you through the process. We will support action where necessary.We will support action where necessary.

SUMMARY OF THE TLR SUMMARY OF THE TLR SYSTEM (1)SYSTEM (1)

No nationally prescribed levels or No nationally prescribed levels or values for TLR paymentsvalues for TLR payments

Schools to decide:Schools to decide: number of posts of responsibilitynumber of posts of responsibility number of different levels of TLR paymentsnumber of different levels of TLR payments actual values of TLR paymentsactual values of TLR payments

SUMMARY OF THE TLR SUMMARY OF THE TLR SYSTEM (2)SYSTEM (2)

The Two TLR bandsThe Two TLR bands

Prescribed minima and maxima:Prescribed minima and maxima: TLR1: minimum £6,500 maximum £11,000TLR1: minimum £6,500 maximum £11,000 TLR2: minimum £2,250 maximum £5,500TLR2: minimum £2,250 maximum £5,500 more than 1 level of payment possible within more than 1 level of payment possible within

these limitsthese limits

Current Management AllowancesCurrent Management Allowances

MA1 £1638; MA2 £3312; MA3 £5688; MA4 £7833; MA1 £1638; MA2 £3312; MA3 £5688; MA4 £7833;

MA5 £10572. These have been frozen for 2 years.MA5 £10572. These have been frozen for 2 years.

CRITERIA FOR TLR CRITERIA FOR TLR PAYMENTS (1)PAYMENTS (1)

To qualify for To qualify for anyany TLR payment TLR payment a teacher a teacher must carry out “a significant responsibility must carry out “a significant responsibility that is not required of all classroom that is not required of all classroom teachers andteachers and

is focused on teaching and learning is focused on teaching and learning requires the exercise of a teachers’ professional requires the exercise of a teachers’ professional

skills and judgementskills and judgement Requires the teacher to lead, manage and develop Requires the teacher to lead, manage and develop

a subject or curriculum area; or to lead and a subject or curriculum area; or to lead and manage pupil development across the curriculummanage pupil development across the curriculum

CRITERIA FOR TLR CRITERIA FOR TLR PAYMENTS (2)PAYMENTS (2)

Has an impact on the educational progress Has an impact on the educational progress of pupils other than the teacher’s assigned of pupils other than the teacher’s assigned classes or groups of pupilsclasses or groups of pupils

Involves leading, developing and Involves leading, developing and enhancing the teaching practice of other enhancing the teaching practice of other staffstaff

To qualify for a TLR1 paymentTo qualify for a TLR1 payment, a , a teacher must also haveteacher must also have

““line management responsibility for a line management responsibility for a significant number of people”significant number of people”

LEVEL OF TLR LEVEL OF TLR PAYMENTSPAYMENTS

Schools will determine their values – no Schools will determine their values – no external rules, but…external rules, but…

Decisions on payment levels must :Decisions on payment levels must : ““have a clear rationale”have a clear rationale” ““be made against clear published criteria be made against clear published criteria

with differences between posts attracting with differences between posts attracting different levels clearly delineated”different levels clearly delineated”

““take into account differential job weight and take into account differential job weight and meet the provisions of equal pay, equality and meet the provisions of equal pay, equality and other relevant legislation” (RIG proposals)other relevant legislation” (RIG proposals)

PAYMENTS – OUR VIEWPAYMENTS – OUR VIEW

Teachers should not lose money.Teachers should not lose money. The least value of TLR any teacher can get is The least value of TLR any teacher can get is

£2250, so this is what posts that are £2250, so this is what posts that are currently MA1 should get.currently MA1 should get.

The minimum gap to the next level of The minimum gap to the next level of payment is £1500, so MA2 posts should get payment is £1500, so MA2 posts should get a TLR worth £3750.a TLR worth £3750.

For an MA3 postholder not to lose money, For an MA3 postholder not to lose money, they would have to go to the bottom of TLR1 they would have to go to the bottom of TLR1 and get £6500, with MA4 going to £8000. and get £6500, with MA4 going to £8000. MA5 would translate to £11000MA5 would translate to £11000

SAFEGUARDINGSAFEGUARDING

In the past safeguarding has usually been In the past safeguarding has usually been permanent and inflation-proofed. In this permanent and inflation-proofed. In this reorganisation there will be cash safeguarding reorganisation there will be cash safeguarding for 3 years only. It will be limited as follows:for 3 years only. It will be limited as follows:

difference between existing MA and any TLR difference between existing MA and any TLR awarded will be safeguardedawarded will be safeguarded

may be lost earlier due to promotion or may be lost earlier due to promotion or incremental progressionincremental progression

does not apply to teachers with post April 2004 does not apply to teachers with post April 2004 “temporary” MAs“temporary” MAs

Additional responsibility or work may be Additional responsibility or work may be required to retain safeguardingrequired to retain safeguarding

ANYTHING ELSE?ANYTHING ELSE?

TLRs will not replace SEN allowances, or TLRs will not replace SEN allowances, or Recruitment and Retention payments.Recruitment and Retention payments.

Previous plans for all TLR payments to be Previous plans for all TLR payments to be time-limited have been dropped:time-limited have been dropped:

““no justifiable rationale for other than permanent no justifiable rationale for other than permanent payments to be made for such responsibilities” payments to be made for such responsibilities”

except eg cover for secondments, maternity leave except eg cover for secondments, maternity leave or vacancies pending permanent appointmentor vacancies pending permanent appointment

MAs stay frozen in value pending their MAs stay frozen in value pending their abolition.abolition.

THE TIMETABLETHE TIMETABLE

TLRs to be introduced from 1 January TLRs to be introduced from 1 January 2006 2006

MAs can’t be awarded after 31 MAs can’t be awarded after 31 December 2005December 2005

Staffing structures to be reviewed and Staffing structures to be reviewed and revised by 31 December 2005revised by 31 December 2005

Three year transition to new structuresThree year transition to new structures

Union Reps have to be consulted at Union Reps have to be consulted at every stageevery stage

PHASE 1 – REVIEWING PHASE 1 – REVIEWING STAFFING STRUCTURES STAFFING STRUCTURES

(1)(1)Schools are required to:Schools are required to:

review the structure in consultation with union review the structure in consultation with union representatives & staffrepresentatives & staff

determine proposals for implementing TLRs determine proposals for implementing TLRs and any other changes, plus and any other changes, plus plan for plan for implementation, implementation, by 31 December 2005by 31 December 2005

Schools are not required to alter the Schools are not required to alter the structure – only to determine how to structure – only to determine how to implement TLRs in place of MAs, but implement TLRs in place of MAs, but beware heads or other unions suggesting beware heads or other unions suggesting you forget the present structure and you forget the present structure and start with “a blank sheet of paper.”start with “a blank sheet of paper.”

PHASE 1 – REVIEWING PHASE 1 – REVIEWING STAFFING STRUCTURES STAFFING STRUCTURES

(2)(2)

The case for retaining the existing The case for retaining the existing staffing structurestaffing structure

the existing structure is already based on the the existing structure is already based on the needs of the school needs of the school

teachers’ pay is protectedteachers’ pay is protected pastoral posts are protectedpastoral posts are protected increases in workload are avoidedincreases in workload are avoided pitfalls of discriminatory outcomes are pitfalls of discriminatory outcomes are

avoidedavoided

PHASE 2 - PHASE 2 - IMPLEMENTING IMPLEMENTING

CHANGESCHANGES

Minimum changes allow an assimilation process, Minimum changes allow an assimilation process, otherwise the school must decide how to appoint, otherwise the school must decide how to appoint, when to ring-fence, how to deal with grievances, etc. when to ring-fence, how to deal with grievances, etc. How these things are done must be the subject of How these things are done must be the subject of consultation in every school.consultation in every school.

Schools must decide when to implement changesSchools must decide when to implement changes

There can be a three year transition period starting 1 There can be a three year transition period starting 1 January 2006, ending 31 December 2008January 2006, ending 31 December 2008

Delaying can cause problems, but it could allow Delaying can cause problems, but it could allow money to be found for a more expensive structure.money to be found for a more expensive structure.

The Implementation The Implementation ProcessProcess

(with preferred times)(with preferred times)1.1. Head must consult Union Reps on the timetable Head must consult Union Reps on the timetable

(June/July)(June/July)2.2. Governing Body approves the timetable (July)Governing Body approves the timetable (July)3.3. Head must talk to Union Reps about the Head must talk to Union Reps about the

staffing structure (September/October)staffing structure (September/October)4.4. Head puts proposals to Governing Body Head puts proposals to Governing Body

(Oct/Nov)(Oct/Nov)5.5. Governing Body publishes draft staffing Governing Body publishes draft staffing

structure and implementation plan (Oct/Nov)structure and implementation plan (Oct/Nov)6.6. Unions must be consulted again (November)Unions must be consulted again (November)7.7. Final Plan agreed by Governing Body (Nov/Dec)Final Plan agreed by Governing Body (Nov/Dec)8.8. Staff allocated to posts in the new structure Staff allocated to posts in the new structure

(December)(December)

What School Reps What School Reps Need To Do This TermNeed To Do This Term

Present the headteacher with the Union’s Present the headteacher with the Union’s letterletter

Make sure you are being consulted on the Make sure you are being consulted on the timetable for developing the School’s policy timetable for developing the School’s policy on TLRson TLRs

Make sure you get the school’s present Make sure you get the school’s present staffing structure to compare with any staffing structure to compare with any proposalsproposals

Hold a meeting of NUT members to explain Hold a meeting of NUT members to explain what is happeningwhat is happening

Send copies of any draft proposals to the Send copies of any draft proposals to the UnionUnion

When To Get HelpWhen To Get Help

If you are not being consulted, despite If you are not being consulted, despite askingasking

If a structure is proposed which means that If a structure is proposed which means that any colleague will lose their postany colleague will lose their post

If a structure is proposed which means that If a structure is proposed which means that any colleague will be paid lessany colleague will be paid less

It will be easier to resist changes when they It will be easier to resist changes when they are proposed than when they are put into are proposed than when they are put into practice.practice.

The NUT does not need to defend this new The NUT does not need to defend this new system. It is here to defend you!system. It is here to defend you!