From Management Allowances to TLRs How To Protect Teachers

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From Management Allowances to TLRsHow To Protect
Teachers
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IN THE MELTING POT

• Any teacher with a promoted post is at risk
• not an assimilation exercise
• linked to remodelling and based on cutting the
  teachers paybill
• restructuring could remove any payments
• three year cash safeguarding only
• cuts in pay and pensions for many teachers
• fewer career prospects for others

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RIGGED

• Rewards Incentives Group
• DfES
• National Employers Organisation
• ATL, NASUWT, PAT, SHA and formerly NAHT
• joint proposals to STRB, accepted by STRB and by
  Secretary of State
• NUT excluded from RIG

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THE NUTS PROMISE

• Opposition to reduction in number of posts of
  responsibility
• Protection for members against any loss of pay
  resulting from introduction of TLRs
• We will support you through the process. We will
  support action where necessary.

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SUMMARY OF THE TLR SYSTEM (1)

• No nationally prescribed levels or values for TLR
  payments
• Schools to decide
• number of posts of responsibility
• number of different levels of TLR payments
• actual values of TLR payments

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SUMMARY OF THE TLR SYSTEM (2)

• The Two TLR bands
• Prescribed minima and maxima
• TLR1 minimum 6,500 maximum 11,000
• TLR2 minimum 2,250 maximum 5,500
• more than 1 level of payment possible within
  these limits
• Current Management Allowances
• MA1 1638 MA2 3312 MA3 5688 MA4 7833
• MA5 10572. These have been frozen for 2
  years.

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CRITERIA FOR TLR PAYMENTS (1)

• To qualify for any TLR payment a teacher must
  carry out a significant responsibility that is
  not required of all classroom teachers and
• is focused on teaching and learning
• requires the exercise of a teachers professional
  skills and judgement
• Requires the teacher to lead, manage and develop
  a subject or curriculum area or to lead and
  manage pupil development across the curriculum

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CRITERIA FOR TLR PAYMENTS (2)

• Has an impact on the educational progress of
  pupils other than the teachers assigned classes
  or groups of pupils
• Involves leading, developing and enhancing the
  teaching practice of other staff
• To qualify for a TLR1 payment, a teacher must
  also have
• line management responsibility for a significant
  number of people

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LEVEL OF TLR PAYMENTS

• Schools will determine their values no external
  rules, but
• Decisions on payment levels must
• have a clear rationale
• be made against clear published criteria with
  differences between posts attracting different
  levels clearly delineated
• take into account differential job weight and
  meet the provisions of equal pay, equality and
  other relevant legislation (RIG proposals)

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PAYMENTS OUR VIEW

• Teachers should not lose money.
• The least value of TLR any teacher can get is
  2250, so this is what posts that are currently
  MA1 should get.
• The minimum gap to the next level of payment is
  1500, so MA2 posts should get a TLR worth 3750.
• For an MA3 postholder not to lose money, they
  would have to go to the bottom of TLR1 and get
  6500, with MA4 going to 8000. MA5 would
  translate to 11000

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SAFEGUARDING

• In the past safeguarding has usually been
  permanent and inflation-proofed. In this
  reorganisation there will be cash safeguarding
  for 3 years only. It will be limited as follows
• difference between existing MA and any TLR
  awarded will be safeguarded
• may be lost earlier due to promotion or
  incremental progression
• does not apply to teachers with post April 2004
  temporary MAs
• Additional responsibility or work may be required
  to retain safeguarding

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ANYTHING ELSE?

• TLRs will not replace SEN allowances, or
  Recruitment and Retention payments.
• Previous plans for all TLR payments to be
  time-limited have been dropped
• no justifiable rationale for other than
  permanent payments to be made for such
  responsibilities
• except eg cover for secondments, maternity leave
  or vacancies pending permanent appointment
• MAs stay frozen in value pending their abolition.

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THE TIMETABLE

• TLRs to be introduced from 1 January 2006
• MAs cant be awarded after 31 December 2005
• Staffing structures to be reviewed and revised by
  31 December 2005
• Three year transition to new structures
• Union Reps have to be consulted at every stage

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PHASE 1 REVIEWING STAFFING STRUCTURES (1)

• Schools are required to
• review the structure in consultation with union
  representatives staff
• determine proposals for implementing TLRs and any
  other changes, plus plan for implementation, by
  31 December 2005
• Schools are not required to alter the structure
  only to determine how to implement TLRs in place
  of MAs, but beware heads or other unions
  suggesting you forget the present structure and
  start with a blank sheet of paper.

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PHASE 1 REVIEWING STAFFING STRUCTURES (2)

• The case for retaining the existing staffing
  structure
• the existing structure is already based on the
  needs of the school
• teachers pay is protected
• pastoral posts are protected
• increases in workload are avoided
• pitfalls of discriminatory outcomes are avoided

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PHASE 2 - IMPLEMENTING CHANGES

• Minimum changes allow an assimilation process,
  otherwise the school must decide how to appoint,
  when to ring-fence, how to deal with grievances,
  etc. How these things are done must be the
  subject of consultation in every school.
• Schools must decide when to implement changes
• There can be a three year transition period
  starting 1 January 2006, ending 31 December 2008
• Delaying can cause problems, but it could allow
  money to be found for a more expensive structure.

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The Implementation Process(with
preferred times)

1. Head must consult Union Reps on the timetable
   (June/July)
2. Governing Body approves the timetable (July)
3. Head must talk to Union Reps about the staffing
   structure (September/October)
4. Head puts proposals to Governing Body (Oct/Nov)
5. Governing Body publishes draft staffing structure
   and implementation plan (Oct/Nov)
6. Unions must be consulted again (November)
7. Final Plan agreed by Governing Body (Nov/Dec)
8. Staff allocated to posts in the new structure
   (December)

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What School Reps Need To Do This Term

• Present the headteacher with the Unions letter
• Make sure you are being consulted on the
  timetable for developing the Schools policy on
  TLRs
• Make sure you get the schools present staffing
  structure to compare with any proposals
• Hold a meeting of NUT members to explain what is
  happening
• Send copies of any draft proposals to the Union

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When To Get Help

• If you are not being consulted, despite asking
• If a structure is proposed which means that any
  colleague will lose their post
• If a structure is proposed which means that any
  colleague will be paid less
• It will be easier to resist changes when they are
  proposed than when they are put into practice.
• The NUT does not need to defend this new system.
  It is here to defend you!