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Guidelines for awarding a teaching and learning responsibility (TLR) point

Criteria A TLR may be awarded to a class teacher for undertaking a sustained additional responsibility clearly identified within the school staffing structure. Line management and performance management should also be made clear in the staffing structure. The TLR needs to ensure the continued delivery of high-quality teaching and learning. The TLR holder is accountable for their area.

Factors Before awarding a TLR 1 or 2 you must be satisfied that the teachers duties include a significant responsibility that is not required of all classroom (core) teachers and that: 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 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

In addition, before awarding a TLR1, the significant responsibility referred to must include line management responsibility for a significant number of people. How to decide which TLR to award For most primary schools there is likely to be sufficient scope within the TLR2 range to meet the school requirements. Larger schools may want to use TLR1 also to reflect scale and scope. Considerations (Job role) Posts of equal weight should be allocated equal value and justifiable in relation to the level of responsibilities attached to the post. A teacher may not be awarded more than one TLR. The responsibility or package of responsibilities for which a TLR is awarded should be clearly set out in the job description of the post holder. TLRs are permanent TLRs are permanent while the post holder remains in the same post in the staffing structure. Pay and Contract considerations TLRs may only be awarded on a temporary basis where the teacher is temporarily occupying a different post in the staffing structure to which a TLR payment is attached e.g. cover for secondments, maternity or sick leave or vacancies pending permanent appointment. The date on which the temporary award will end, or the circumstances in which it will end, must be included in the teachers notice of a

Guidelines for awarding a teaching and learning responsibility (TLR) point


revised pay determination. TLRs may not be awarded in any other circumstances, for example where the responsibility is short-term or fixed-term. A teacher who holds a TLR awarded on a temporary basis or who is on a fixed-term contract does not receive a safeguarded sum when the TLR comes to an end, unless the TLR is ended earlier than specified and their contract extends beyond the date when that TLR ends. If a teacher is given a new post or revised responsibilities, then the school must determine whether a different TLR (or no TLR) applies to the post, and whether the teacher is entitled to any safeguarded sum if no TLR, or a lower one, applies to the new post/revised responsibilities. If a teacher in receipt of TLR safeguarding is awarded a TLR in the temporary absence of the post holder, or serves as a member of the leadership group, as an advanced skills teacher or as an excellent teacher in the temporary absence of the post holder, TLR safeguarding is reduced or discontinued (as applicable) during this period but is restored at the end of the temporary period unless it would otherwise have ceased. Values until 31st August 2008 TLR1 6,829 (min) - 11,557 (max) TLR2 2,364 (min) - 5,778 (max)

If you award TLRs of different annual values to two or more teachers the minimum difference in the annual value between each award is 1,500 for both TLR2 and TLR1. Your pay policy should make note of the TLR awards at each level and functions.