TLRs and Staffing Review Awareness Briefing

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TLRs and Staffing ReviewAwareness Briefing

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Introduction

• Presentation and information is available on the
  website
• www.swamwac.org
• Other Useful Documents
• A Handbook of Remodelling Tools
• The Change Process
• www.swamwac.org

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Programme

• The Regulations and Guidance
• Teaching and Learning
  Responsibility Payment (TLR)
• Review of School Staffing Structure

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The Regulations

• The Education (School Teachers Pay and
  Conditions) (No. 2) Order 2005
• England
  and Wales
• Teaching and Learning Responsibility Payment
  (TLR)
• The Education (Review of Staffing Structure)
  (Wales) Regulations 2005
• Review of Schools Staffing
  Structures
• Status Statutory Instruments

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The regulations

• Working together we and our partners have
  agreed a package of proposals that seek to build
  on the improvements that have already been made
  to teachers conditions and help to promote
  effective teaching and learning in schools.
• Ruth Kelly
• A wonderful opportunity to create the
  structure for the school of the future.
• Rewards and Incentives Group (RIG)
• The review of the whole staffing structure
  provides the opportunity for schools not only to
  introduce a structure which reflects current and
  future needs in relation to teaching and learning
  but also to address any historical anomalies in
  the structure.
• WAG Draft Guidance

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Programme

• The Regulations and Guidance
• Review of School Staffing Structure
• Teaching and Learning
  Responsibility Payment (TLR)

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Review of School Staffing Structure

• A review of the schools staffing structure
  must be carried out by the governing body. The
  governing body must-
• conduct a review of the schools staffing
  structure with a view to ensuring that the
  management and deployment of all staff and the
  allocation of responsibilities and duties to all
  staff make effective use of its resources
  
  ( effective use of resources)
• Take into account the pay arrangements and
  conditions of employment for teachers set out in
  the Document and in relation to support staff,
  the implications for their grading and
  remuneration
  (pay and
  conditions)
• Consult all staff, representatives of recognised
  trade unions and such other persons as the
  governing body considers appropriate
  (consultation)
• Consider any advice given by the headteacher
  
  (advice)

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Review of Staffing

• On or before 31 March 2006 the governing body
  must
• determine its review of staffing structure
• prepare a plan ( an implementation plan)
  showing how it intends to implement any changes
  to the staffing structure
• An implementation plan must include
• a timetable for implementation
• the date by which any changes to the staffing
  structure will be fully implemented, being no
  later than 31 December 2008

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Review of staffing Summary of Duties

• Duty of the headteacher to advise relevant bodies
  
• The head teacher must advise and assist
  the governing body in relation to its review of
  the staffing structure
• Duty of relevant body with regard to management
  of the headteacher
• In managing the headteacher, the relevant
  body must have regard to the desirability of the
  head teacher being able to achieve a satisfactory
  balance between the time required to discharge
  his or her professional duties and the time
  required to pursue personal interests outside
  work
• Duty of local education authority in relation to
  pupil referral units
• In relation to pupil referral units the
  relevant body is the local education authority
  which establishes and maintains the pupil
  referral unit

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Illustrative Timeline
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Review of the School Staffing Structure - Guidance

• Purpose
• To assist schools in their obligation to
  undertake a staffing review
• Content
• As far as practicable, the guidance takes account
  of guidance on reviews of staff structures which
  have been issued in England.
• New pay requirements apply equally in Wales and
  England and guidance is aimed at ensuring the
  reviews, and subsequently the implementation of
  the new pay requirements, are undertaken on the
  basis of parity between the two countries
• Guidance includes
• Getting started
• Designing the new structures
• Finalising the new structures
• Implementing the staff structures
• Good practice checklist
• Governors checklist key question
• 
  Status Draft for Consultation

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Guidance - Stages in the Review Process

• Stage 3 - Draft staffing structure
• Headteacher to
• devise a draft structure, posts but no names
• consult all staff and unions - informal
• Stage 4 Governors discuss
• Draft structure goes to formal consultation
• job details
• Job weight and value
• Stage 5 Governors decide
• Governors decide upon
• structure
• implentation plan

• Stage 1 - Research
• Headteacher research can include
• regulations and guidance on review
• statutory requirements - including Teachers Pay
  and Conditions TLRs etc.
• school documentation and data - job descriptions,
  performance data, predicted role, budget
  projections, future priorities, curriculum
  requirements, school development plan
• Stage 2 Briefings Confirmation to proceed
• Headteacher to
• organise briefings for staff and governors
• agree with governors the proposal to consult on
  the review
• orally and in writing
• dates and organisation

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Guidance The process

• Open and transparent process
• Consultation should be by document and by
  dialogue
• Consultation on three key issues
• Methodology of the review process
• Generic job descriptions
• Role ranking
• Appeals can only be on the process not on the
  structure

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Guidance Starting the Review

• Following agreement from the governing
  body, the headteacher must write, on behalf of
  the governing body to all staff and recognised
  trade unions to advise them of -
• Purpose and scope of review
• Person to whom queries about the process should
  be sent
• Timescale of the process, including consultation
  timescale
• Dates of governing body meetings
• Dates by which written response to the
  consultation should be received (once drafted
  unions should be given a minimum of four weeks to
  respond to the consultation holidays not
  included
• Arrangements for any meetings to be held with
  staff and recognised trade unions during the
  review

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Programme

• The Regulations and Guidance
• Review of School Staffing Structure
• Teaching and Learning
  Responsibility Payment (TLR)

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Teaching and Learning Responsibility Payment (TLR)

• Who can be awarded a TLR?
• TLR may be awarded to a classroom teacher for
  undertaking a sustained additional responsibility
  in the context of the staffing structure for the
  purpose of ensuring the continued delivery of
  high-quality teaching and learning and for which
  he is made accountable.
• When can be awarded a TLR?
• On or after 1st January 2006

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TLR - What

• TLR 2
• The teachers duties must include a
  significant responsibility that is not required
  of all classroom teachers and that-
• is focused on teaching and learning
• requires the exercise of a teachers professional
  skill and judgement
• requires the teacher to led, manage and develop a
  subject or curriculum area or to lead and manage
  pupil development across the curriculum
• 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
• TLR 1 in addition
• (f) line management responsibility for a
  significant number of people

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TLR - How much

• The annual value of a TLR 2 is no less than
  2,250 and no greater than 5,500
• TLR 2
  2,250 - 5,500
• The annual value of a TLR 1 is no less than
  6,500 and no greater than 11,000
• TLR 1
  6,500 - 11,000
• If awards of different values are made in each
  band there must be a difference of at least
  1,500

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TLR - How long?

• The award may last while the teacher remains in
  post or may be temporary
• If it is temporary written notice must set out
  the date on which, or the circumstances in which
  (if occurring earlier), it will cease.
• Safeguarding
• The payment is safeguarded, for a limited period
  of up to 3 years, if it is decided to withdraw or
  reduce the award of a TLR following a review of
  pay policy or staffing structure
• Additional duties may be allocated to a teacher
  entitled to receive a safeguarded sum. The
  duties must be ones reasonably considered to be
  appropriate and commensurate with the safeguarded
  sum.

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TLR - Management Allowances

• No new management allowances may be awarded after
  31st December 2005
• From 1st January 2006 all management allowances
  will be safeguarded until 31st December 2008 at
  the latest, if not replaced by a TLR of at least
  the same value
• Additional duties may be allocated to a teacher
  entitled to receive a safeguarded sum. The
  duties must be ones reasonably considered to be
  appropriate and commensurate with the safeguarded
  sum.

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TLR - Leadership Pay Spine

• The salaries of teachers paid on the leadership
  spine (including the head teacher) is safeguarded
  if, the relevant pay ranges are reduced or posts
  are deleted or re-designated as a result to
  changes to the schools pay policy or staffing
  structure
• Safeguarding is limited to a maximum of 3 years
• Additional duties may be allocated to a teacher
  entitled to receive a safeguarded sum. The
  duties must be ones reasonably considered to be
  appropriate and commensurate with the safeguarded
  sum.

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TLR Special Educational Needs Allowance

• SEN allowances may be held at the same time as
  TLRs, however when reviewing staffing structures
  the allowances should be kept under review
• The following should be considered
• In the light of remodelling ensure that the
  administrative tasks have been transferred to
  support staff
• If the teacher has responsibilities that meet the
  principles for a TLR payment it would be more
  appropriate to award a TLR instead of the
  lower-value discretionary SEN allowance
• Ensure that the responsibilities are clearly
  specified in individuals job description, and
  clear in the schools published pay policy

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Useful web addresses

• School Teachers Review Body (STRB) 14th Report
• www.teachernet.gov.uk/docbank/index.id8220
• DfES Safeguarding notes and flowchart
• www.teachernet.gov.uk/docbank/index.cfm?id8
  487
• DfES guidance on Excellent Teacher Scheme
• www.teachernet.gov.uk/management/payperformance/pa
  y/ExcellentTeacherScheme/
• Model pay policy
• www.teachernet.gov.uk/docbank/index.cfm?id7
  478
• 
  

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Opportunities and Challenges

• The review of the whole staffing structure
  provides the opportunity for schools not only to
  introduce a structure which reflects current and
  future needs in relation to teaching and learning
  but also to address any historical anomalies in
  the structure
• Schools of the future including-
• Foundation Phase
• 14 19 Learning Pathways
• Skills agenda
• Assessment
• Community and Enhanced Schools