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The TLR System Explained

Summary of the TLR System

There are no nationally prescribed levels or values for TLR payments. Schools will decide:

• the number of responsibility posts
• the number of different levels of TLR payments
• the actual values of the TLR payments

There are two TLR bands with prescribed minima and maxima:

• TLR1: minimum £6,500 maximum £11,000
• TLR2: minimum £2,250 maximum £5,500

More than one level of payment is possible within these limits.

Criteria for TLR Payments

To qualify for any TLR payment:

• you should have significant responsibility; not required of all classroom teachers
• the responsibility should be focused on teaching and learning
• it should require a teacher's professional skills and judgement

It could involve:

• leading, managing and developing a subject or curriculum area
• leading, managing and developing pupil development across the curriculum
• impact on educational progress beyond a teacher's assigned pupils
• leading, developing and enhancing the teaching practice of others

TLR1 also requires management responsibility for a significant number of people.

Level of Payments

Payments are spot values and are not part of a scale. More than one level is possible in each band:

• there should be a minimum differential of £1500
• up to three levels are possible for TLR2
• up to four levels are possible for TLR1

Safeguarding

Cash safeguarding is for three years only.

The difference between existing management allowances and any TLR awarded will be safeguarded.

It may be lost earlier due to promotion or incremental progression.

It does not apply to teachers with post April 2004 'temporary' management allowances.

Additional responsibility or work may be required to retain safeguarding.

The Timetable

TLRs to be introduced from 1st January 2006.

MAs to be abolished after 31st December 2005.

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

Three year transition to new structures.

Anything Else?

TLRs should not be used for SEN, recruitment and retention, or for performance. They should be permanent payments except for cover for secondments, maternity leave or vacancies pending a permanent appointment.

Phase 1 — Reviewing Staffing Structures

Schools are required to:

• review the structure in consultation with union representatives and staff
• determine proposals for implementing TLRs and any other changes, plus plan for implementation, by 31st December 2005

Schools are not required to alter the structure, only to determine how to implement TLRs in place of MAs.

The NUT's position is 'no detriment' and minimum changes. There is no need to alter or reduce existing payments or teaching posts. There is a mismatch between MAs and TLRs:

• Minimum TLR2 (£2250) is greater than MA1 (£1638.)
• Next level of TLR2 (£3750) is greater than MA2 (£3312.)
• Keeping the same number of responsibility posts will cost more.
• MA3 (£5688) is between the TLR bands.
• Should MA3s become TLR2 (with lower pay) or TLR1 (with higher pay)?

The NUT strongly believes that there is a case for maintaining the existing staffing structure:

• The existing structure is based on the needs of the school
• Teacher's pay is protected
• Pastoral posts are protected
• Increases in workload are avoided
• The pitfalls of discriminatory outcomes are avoided

The three year transition period is between 1st January 2006 and 31st December 2008. The NUT's advice is that schools should, where possible, implement immediately.

In Summary

The NUT believes that as far as possible schools should retain the existing structure. This avoids unnecessary workload, disruption, disaffection and opposition. City of Leicester Teachers' Association has committed itself to action if members lose pay as a result of these changes.