Fortunately, as a classroom teacher, there are ways to boost your salary without breaking your back. TLRs involve taking on additional duties, but they also top up your teaching salary. This is your first port of call when looking for additional payment. TLR2 teachers have specific teaching responsibilities; generally, this means subject leadership. Time limited TLR3 allowances should not be used in place of existing permanent TLRs, or for responsibilities which are a feature of school life.
Payments for the time-limited TLR3 are made for the whole task, the duration of which may vary. However, if a task takes more than a year, there should be a payment on the above basis for each period of time within the period for which the STPCD is in force.
The staffing structure must be published as part of the school pay policy. This does not mean that they can be expected to take on the responsibility of, and accountability for, a subject area or to manage other teachers without appropriate additional payment. Where a part time teacher undertakes the full additional responsibilities of a promoted post, it would clearly be unfair if they did not receive the full value of the TLR payment for those responsibilities simply because they are employed on a part time contract.
In such cases, their contractual working time can be adjusted in order that it both fully reflects the additional time spent undertaking those additional responsibilities and provides the full additional payment for such responsibilities. Where two part time teachers share the duties of a post of additional responsibility, there should be a formal job share arrangement setting out the division of responsibilities and the basis for payment.
Where one of the job share partners undertakes a larger part of the additional responsibilities, schools should adjust the working time provisions of the arrangement to ensure that the TLR element of the pay is allocated accordingly. Part time teachers may, however, receive the full value of a TLR3 payment without any pro rata reduction being applied. Schools are able to determine for themselves the definition of significant line management responsibility required for a TLR1 payment.
The NEU does not offer a single definition of these terms since the level of responsibility held by individual managers can vary, even where the number of teachers or support staff managed is the same.
This criterion relating to leading and managing pupil development across the curriculum provides the means by which pastoral responsibilities may be rewarded by TLR payments.
The NEU believes strongly that key posts managing pastoral responsibilities should continue to be occupied by qualified teachers who receive appropriate TLR payments for that work.
Any such payments may be made either as a one-off payment or for a fixed period. There are no prescribed values for such payments. Relevant bodies are required to conduct a "regular formal review" of such awards including the expected duration of such awards and the review date after which they can be withdrawn. Whilst recruitment and retention payments have come in for some criticism due to the extent to which they may reduce transparency within the pay structure, it is recognised that some governing bodies may wish to use them in response to local recruitment and retention difficulties.
TLR3 payments are awarded for teachers who are taking on a time-limited school improvement project or one-off responsibility. To get an TLR2 payment, teachers have to show they have a specific responsibility, which focuses on teaching and learning and needs professional skills and judgment. This responsibility must be one that exceeds that of the standard classroom teacher and it should be clearly defined in your job description.
Usually, teachers are promoted to a position that has a TLR attached to it. When a job is advertised, the TLR payment will be stated in the advert. In order to qualify for a larger TLR1 payment you must meet all the criteria for TLR2 as well as being a line manager for a significant number of people. The amount of extra PPA you get will depend on the role, and is down to the discretion of the school.
Classroom teachers who teach pupils with special education needs are entitled to an additional allowance. Those who work in a special school, work in a post that requires a SEN qualification or teach pupils in designated special classes are entitled to an allowance.
The pay scales listed apply to teachers employed by a local authority or by the governing body of a foundation, voluntary aided or foundation special school. Academies and free schools are not legally required to implement the pay scales, so it is best to request to see their own pay policy.
Want to keep up with the latest career advice? It only takes a moment and you'll get access to more news, plus courses, jobs and teaching resources tailored to you. Already signed up? Log in. Grainne Hallahan is Tes recruitment editor and senior content writer at Tes. Click here for a PDF with the teacher pay scales and TLR payments TLRs are paid if you've taken on added responsibility, such as head of year, or head of department.
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