HEADTEACHER BRIEFING : SCHOOL RESTRUCTURING TEACHING

1
Introduction

• HEADTEACHER BRIEFING SCHOOL RE-STRUCTURING /
  TEACHING LEARNING RESPONSIBILITY PAYMENTS
• PART 1
• Review of School Staffing Structures
• Introduction of Teaching and Learning
  Responsibility (TLR) Payments
• Salary Safeguarding Arrangements
• Excellent Teacher Scheme (Starting in 2006)

2
Scope

• Schools with Delegated Budgets (Governing Body)
• PRUs Schools without Delegated Budgets (LEA)
• Unattached teachers in central services not
  covered but important for a review to be
  conducted

3
Background (1)

• The Review of Staffing Structures Regulations
  2005
• Rewards Incentive Group (RIG) Guidance
  process, consultation arrangements and practical
  considerations
• February 2005 School Teachers Review Body (STRB)
  published its 14th report
• 2005 Pay Orders are incorporated into a revised
  STPCD 2004 and associated guidance available
  now

4
Background (2)

• School Teachers Pay Conditions Document (STPCD)
  2005 expected August 2005
• Statutory Guidance - within STPCD (Section 3)
• Non-statutory Guidance - explanatory notes agreed
  by RIG
• Explain provisions and offer examples of good
  practice
• Available on-line at teachernet
• http//www.teachernet.gov.uk/management/payandperf
  ormance/pay/

5
Key Dates

• Review staffing structure prepare a plan for
  implementation by 31 December 2005
• Full implementation of any changes arising from
  the review by 31 December 2008
• No new Management Allowances may be awarded after
  31 December 2005
• TLRs replace Management Allowances on 1 January
  2006
• By 31 January 2006 a teacher in receipt of a
  safeguarded Management Allowance must receive
  written notification of the value of the MA still
  in operation
• Excellent Teacher Scheme to be introduced from 1
  September 2006

6
Responsibilities

• Legal responsibility for conducting the review
  lies with the relevant governing body
• Practical responsibility lies with the
  Headteacher
• Specialist advice available
• Paragraph 5 of the Guidance

7
Undertaking the Review

• Headteacher designs a draft staffing structure
• Governing Body to approve the draft staffing
  structure implementation plan for consultation
• Formal consultations with the Trade Unions and
  staff
• Governing Body give final approval to the
  structure
• Implement the structure and assign staff to posts

8
Pay Policy

• Pay Policy needs to be kept up to date to reflect
  the changes in pay arrangements and in accordance
  with the schools staffing structure
• A copy of the Staffing Structure and
  Implementation Plan should be attached to the
  published copy of the Pay Policy
• Pay Policy must set out the values of the TLRs
  which the governing body will award

9
Management Allowances (MAs)

• Since 1 April 2004 the award of any new MA's has
  been on a fixed basis only, not exceeding one
  year
• No new MA's may be awarded after 31 December 2005
• From 1 January 2006 any MA's which would
  otherwise have continued beyond 31 December 2005
  whether permanent or fixed term exist on a
  safeguarded basis only

10
Teaching Learning Responsibility (TLR) Payments

• TLRs may be awarded from 1 January 2006
• They may not begin before this date but posts may
  be advertised with a TLR beforehand provided that
  the post is set out in the school's staffing
  structure
• TLRs are defined differently from existing MAs
• There are two TLR ranges
• TLR 2 and TLR 1

11
Teaching Learning Responsibility (TLR) Criterion

• May be awarded to a classroom teacher for
  undertaking a sustained additional responsibility
  in the context of the schools staffing structure
  for the purpose of ensuring the continued
  delivery of high-quality teaching and learning
  for which he/she is made accountable

12
Teaching Learning Responsibility (TLR) Factors
(1)

• The award of a TLR 2 is based on a teacher
  undertaking a significant responsibility which
• is focused on teaching learning
• is not required of all classroom teachers
• requires the exercise of professional skills and
  judgement
• requires the teacher to lead, manage and develop
  a subject or curriculum area, or to lead and
  mange pupil development across the curriculum

13
Teaching Learning Responsibility (TLR) Factors
(2)

• has an impact on the educational progress of
  pupils other than the teachers assigned class or
  groups of pupils and
• involves leading, developing and enhancing the
  teaching practice of other staff
• In addition, a TLR 1 is only open to those
  teachers with line management responsibility for
  a significant number of people

14
TLR Values (1)

• TLRs are a spot rate determined by the Governing
  Body from within the appropriate range
• TLR 2 2,250 to 5,500
• TLR 1 6,500 to 11,000
• Minimum of 1,500 for differential payments
  within each range

15
TLR Values (2)

• Governing Body determines the value of any TLR
  appropriate for the post
• Where more than one TLR is to be awarded within a
  range then the differences in the job weight must
  be taken into account
• Equal Pay considerations posts of equal weight
  should be allocated equal value

16
Possible TLR Models TLR 2

• TLR 2 MAs
• 2,250 - 5,500
• 2,250 1,638 (1)
• 3,875 3,312 (2)
• 5,500

17
Possible TLR Models TLR 1

• TLR 1 MAs
• 6,500 - 11,000
• 6,500 5,688 (3)
• 8,750 7,833 (4)
• 11,000 10,572 (5)

18
Temporary TLRs

• To cover a different post on the Staffing
  Structure
• E.g.
• Secondment
• Maternity or sick leave
• Vacancy pending appointment
• Temporary TLRs may not be awarded in any other
  circumstances as they would not meet the TLR
  criterion

19
Safeguarding MAs

• From 1 January 2006 ALL MA's are safeguarded
  whether or not a school has implemented the new
  structure
• MAs become a safeguarded sum
• They will last until up to 31 December 2008
• They may end before this date
• By 31 January 2006 the Governing Body must notify
  a teacher in writing of the value of a MA still
  in operation

20
Reasons for Safeguarding to End (1)

• Safeguarding of an individuals salary ends
  before 31 December 2008 if a
• fixed term management allowance expires
• teacher ceases to be a classroom teacher
• teacher is awarded a TLR payment of a higher
  value
• teachers salary progression overtakes the
  value of the a MA

21
Reasons for Safeguarding to End (2)

• Safeguarding of an individuals salary ends
  before 31 December 2008 if a
• teachers employment ceases at the school
  (except in cases such as school reorganisations)
• teacher unreasonably refuses to carry out any
  additional duties reasonably assigned to them
  during the safeguarding period

22
Flowchart
Notional Pay Calculation of sums towards
cessation of safeguarding
1 September 2005 Teacher placed on M5 25,953
receives MA3 (one year fixed) 5,688
M5 25,953MA3 5,688
See review of school staffing structure guidance
for England
31 December 2005 Revised staffing
structure published
1 January 2006 No TLR awarded Value of MA3
(5,688) becomes safeguarded sum
M5 25,953S/G 5,688
See notification to teachers of safeguarded sum
section
31 January 2006 (at latest) Teacher notified of
safeguarding value and process
31 August 2006 Fixed period for MA safeguarding
ends. Safeguarding ends
See reasons for safeguarding to cease section
Safeguarding Ends(MA was for fixed period)
1 September 2006 Teacher placed on M6 28,705
M6 28,705
23
Flowchart
Notional Pay Calculation of sums towards
cessation of safeguarding
1 September 2005 Teacher is placed on M5
25,953 MA2 3,312
M5 25,953MA2 3,312
See review of school staffing structure guidance
for England
31 December 2005 Revised staffing
structure published
1 January 2006 No TLR awarded Value of MA2
(3,312) becomes a safeguarded sum
M5 25,953S/G 3,312
See notification to teachers of safeguarded sum
section
31 January 2006 (at latest) Teacher notified in
writing about safeguarding value and process
M6 28,705S/G 3,312
1 September 2006 Teacher is placed on M6
28,705. As the difference between M5 and M6 is
not greater than the safeguarded sum,
safeguarding continues
Progression from M5/M6 2,752 Not greater than
the S/G sum so no effect on S/G
1 September 2007 Teacher is placed on U1
31,875. Because the difference between U1 and
M6, when added to the difference between M5 and
M6 in 2006 is greater than the safeguarded sum,
safeguarding ceases. The teachers salary is
31,875
See reasons for safeguarding to cease section
U1 31,875
Progression from M6/U1 3,170Added to previous
progression of 2,752 5,922 which is greater
than S/G sum so safeguarding ends
24
Safeguarding TLR Payments (1)

• As a result of a review of the Pay Policy or
  Staffing Structure where a teachers duties no
  longer include a significant responsibility for
  which a TLR was awarded TLRs may be removed or
  reduced
• Guidance identifies reasons for safeguarding to
  cease
• There are provisions for reviewing the duties
  assigned to teachers in receipt of safeguarding
• Also provisions for members of the Leadership
  Group and ASTs

25
Safeguarding TLR Payments (2)

• Safeguarding arrangements apply from the
  relevant date and will last for a maximum of
  three years
• Guidance identifies how to calculate the relevant
  date
• Relevant dates commence at the beginning of the
  term following the date of the determination
• E.g. if the determination to cease paying a TLR
  is taken on 6 September 2006 then the safeguarded
  period runs from 1 January 2007 until 31 December
  2009 at the latest

26
Other Safeguarding

• Further guidance on other safeguarding issues is
  expected

27
The Excellent Teacher Scheme (1)

• To be introduced from 1 September 2006
• Spot rate of 35,000 (as at 1 September 2005)
• External assessment based on AST standards, but
  no outreach function
• Written application
• Evidence of addressing the needs of a particular
  group of pupils during the 2-year qualifying
  period on UPS3
• Ineligible for TLR payments

28
The Excellent Teacher Scheme (2)

• Expected to undertake
• Induction of NQTs
• Professional mentoring of other teachers
• Sharing good practice through lesson
  demonstration
• Helping teachers to develop their expertise in
  planning, preparation and assessment

29
The Excellent Teacher Scheme (3)

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

30
Information Guidance

• Visit iPoint for
• Exemplar Documents (to be introduced in due
  course)
• Model Pay Policy
• Visit teachernet for
• Information Guidance
• Pay Calculator
• Model Pay Statements (to be introduced in due
  course)

31
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32
The Restructuring Process

• Prepare Draft Structure.
• Preliminary Consultation.
• First Governors Meeting.
• Formal Consultation.
• Second Governors Meeting.
• Implementation phase.

33
Designing the Draft Structure (1)

• Concept of a Notional Structure
• Seek a Critical Friend
• What kind of exercise?
• Minimum Standard.
• Full Restructure.

34
Designing the Draft Structure (2)

• DESIGN THE DRAFT STRUCTURE.
• DRAFT JOB DESCRIPTIONS FOR NEW POSTS / CHANGED
  POSTS.
• DETERMINE SALARY GRADE.
• CONSIDER CONTRACTUAL IMPLICATIONS OF PROPOSALS.
• COST YOUR STRUCTURE.
• CONSIDER CPD ISSUES.

35
Minimum Standard.

• Teaching and Learning Responsibility Points
  in.(TLRS)
• Management Allowances out.(MAs)
• Consequential Review of Leadership Group.

36
Full Restructure (1)

• School Development Plan.
• OFSTED and LEA feedback.
• Dealing with MAs and TLRs
• Leadership and Management issues.

37
Workforce Remodelling

• Headteachers, as part of the review and as a
  continuation of the principles of the remodelling
  of the school workforce, may identify a number of
  responsibilities currently undertaken by teachers
  which do not require their professional skills
  and expertise but will need to continue to be
  discharged and will therefore have to be
  undertaken by support staff

38
Full Restructure (2)

• Working Hours Allocation.
• Support Staff Career Progression.
• Resource Maximisation - Value for money.
• Recruitment and Retention.

39
Preliminary Consultation.

• Takes place before first report to G.B.
• Sets the tone for whole process.
• Consider its purpose.
• Who do you include?
• How do you do it?
• Informal Process.
• Objective No hidden surprises - Initial
  sounding board

40
Governing Body - First Approval.

• Resources Committee / Personnel Committee?
• Big Issue - consider time factor!
• Brief your Chair.
• Prepare your Governors.
• Increase awareness of the issues beforehand.
• Dont wait until the meeting.

41
First Governors Meeting - Report Format.

• INTRODUCTION.
• BACKGROUND INFORMATION.
• PRESENT STRUCTURE.
• PROPOSED STRUCTURE.
• FINANCIAL IMPLICATIONS
• CONSULTATION PROCESS.
• RECOMMENDATION.

42
Staff Consultation Arrangements

• When the context of the review has been
  established the headteacher should announce the
  start of the review by writing on behalf of the
  governing body to ALL staff and the recognised
  trade unions
• Each of the recognised trade unions should be
  invited to nominate a person with whom all
  initial communication should be made. This may be
  someone external to the school regardless of
  whether they have an accredited representative on
  the school staff

43
Formal Consultation

• CIRCULATION OF PROPOSALS.
• STAFF MEETING.
• MEETING TRADE UNION REPRESENTATIVES.
• QUESTION / FEEDBACK MECHANISMS.
• ASSESSING THE FEEDBACK,
• FURTHER MEETINGS.
• DEADLINE FOR WRITTEN RESPONSES.

44
Style of Consultation (1).

• YOU SET THE PACE.
• INFORMATION GIVING.
• OPEN AND TRANSPARENT.
• EXPLAIN YOUR RATIONALE.
• ENCOURAGE FEEDBACK / COMMENT / QUESTIONS.
• RESPOND QUICKLY TO ISSUES / QUESTIONS.

45
Style of Consultation (2).

• BE HELPFUL / CO-OPERATIVE.
• AVOID PERSONALISATION.
• PROCESS vs PROPOSALS.
• PROMOTE UNDERSTANDING.
• SEEK AGREEMENT.

46
Trade Unions.

• PARTNERSHIP MODEL..
• IDENTIFY LOCAL REPRESENTATIVES EARLY ON.
• EQUAL TREATMENT / EQUAL ACCESS.
• FOLLOW PROCEDURES / TIMELINES.
• CONSIDER THE LONG TERM RELATIONSHIP.

47
Second Governors Report - Format.

• INTRODUCTION.
• CONSULTATION PROCESS.
• FEEDBACK AND MANAGEMENT RESPONSE.
• PROPOSED STRUCTURE (INCLUDING AMENDMENTS)
• RECOMMENDATION FOR IMPLEMENTATION.

48
Implementing the New Structure

• Assigning staff to posts - Slotting / Appointment
  arrangements
• All at once or staged (see paragraphs 43-45 of
  the guidance)
• Revised annual pay statements to teachers (within
  one month of any determination which affects pay)
• In the case of teachers receiving management
  allowances these must be issued on or before 31
  January 2006