Transcript TEACHERS’PAY IN THE MELTING POT

From Management
Allowances to TLRs
How To Protect
Teachers
“IN THE MELTING POT”
Any teacher with a promoted post is at risk
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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
RIGGED
“Rewards & Incentives Group”
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DfES
National Employers Organisation
ATL, NASUWT, PAT, SHA – and formerly NAHT
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joint proposals to STRB, accepted by STRB and by
Secretary of State
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NUT excluded from RIG
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.
SUMMARY OF THE TLR
SYSTEM (1)
No nationally prescribed levels or values for TLR
payments
Schools to decide:
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number of posts of responsibility
number of different levels of TLR payments
actual values of TLR payments
SUMMARY OF THE TLR
SYSTEM (2)
The Two TLR bands
Prescribed minima and maxima:
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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.
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
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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
CRITERIA FOR TLR
PAYMENTS (2)
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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”
LEVEL OF TLR PAYMENTS
Schools will determine their values – no external
rules, but…
Decisions on payment levels must :
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“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)
PAYMENTS – OUR VIEW
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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
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:
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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
ANYTHING ELSE?
TLRs will not replace SEN allowances, or
Recruitment and Retention payments.
Previous plans for all TLR payments to be timelimited have been dropped:
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“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.
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
PHASE 1 – REVIEWING
STAFFING STRUCTURES (1)
Schools are required to:
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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.”
PHASE 1 – REVIEWING
STAFFING STRUCTURES (2)
The case for retaining the existing staffing structure
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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
PHASE 2 - IMPLEMENTING
CHANGES
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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.
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Schools must decide when to implement changes
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There can be a three year transition period starting 1 January 2006,
ending 31 December 2008
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Delaying can cause problems, but it could allow money to be found for
a more expensive structure.
The Implementation Process
(with preferred times)
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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)
What School Reps Need To Do
This Term
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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
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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