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From Management Allowances to TLRs How To Protect Teachers

From Management Allowances to TLRs How To Protect Teachers. “ 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

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From Management Allowances to TLRs How To Protect Teachers

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  1. From Management Allowances to TLRsHow To Protect Teachers

  2. “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

  3. 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

  4. THE NUT’S 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.

  5. 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

  6. 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.

  7. 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

  8. CRITERIA FOR TLR PAYMENTS (2) • Has an impact on the educational progress of pupils other than the teacher’s 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”

  9. 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)

  10. 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

  11. 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

  12. 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.

  13. THE TIMETABLE TLRs to be introduced from 1 January 2006 MAs can’t 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

  14. 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.”

  15. 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

  16. 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.

  17. The Implementation Process(with preferred times) • Head must consult Union Reps on the timetable (June/July) • Governing Body approves the timetable (July) • Head must talk to Union Reps about the staffing structure (September/October) • Head puts proposals to Governing Body (Oct/Nov) • Governing Body publishes draft staffing structure and implementation plan (Oct/Nov) • Unions must be consulted again (November) • Final Plan agreed by Governing Body (Nov/Dec) • Staff allocated to posts in the new structure (December)

  18. What School Reps Need To Do This Term • Present the headteacher with the Union’s letter • Make sure you are being consulted on the timetable for developing the School’s policy on TLRs • Make sure you get the school’s 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

  19. 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!

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