Should i get a tlr

There are other circumstances in which you should expect a TLR2 payment — if you are asked to take on additional responsibilities that require your professional teaching skills, such as Key Stage Coordinator duties, you should consider discussing this with your line manager in the first instance. Qualification for TLR1 payment is similar to TLR2, but you are also required to be the line manager for a notable number of staff, such as a department. This payment is awarded for undertaking projects at the school with limited responsibility and over a short timescale, such as facilities improvements or implementing a new subject curriculum.

Bring up the possibility of a customised planner project in your next departmental meeting — you could talk about how customised planners boost overall student attainment , and how useful whole-school staff planners are to busy teaching staff. 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. Special educational needs SEN allowances Classroom teachers who teach pupils with special education needs are entitled to an additional allowance.

A school can decide to establish as many levels of TLR payment in each band as it wishes. The following structure for TLR payments reflects the former five levels of Management Allowances at values uprated in line with annual changes to the TLR payment ranges. The values below are recommended in England for and are reviewed each year.

Variations between schools on the levels and values of TLR payments will increase inequality within and between schools and complicate the career path for teachers. They will cease when teachers move to different schools; where the teacher refuses to perform the responsibilities or is dismissed from them; or where responsibilities are revised.

As indicated below, however, TLR3 payments are for a fixed, time-limited period only. Teachers may not hold more than one TLR1 or TLR2 payments but a single TLR payment can be based on a job description that itemises several different areas of significant responsibility.

Since there is no statutory provision on the minimum number of staff to be managed, governing bodies cannot argue that they are precluded from awarding TLR1 payments to teachers on the basis that the number of staff managed is below some pre-determined figure.

The duration of the payment must be established at the outset and payment must be made on a monthly basis for the duration of the fixed-term. 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.