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TLR Payments

What are the different TLR payscales?

Since January 2006, the TLR pay scales have been used for awarding permanent pay for significant responsibility in Teaching & Learning. Payments fall into one of two brackets (TLR1, TLR2). The range is set nationally, but within that range, school may set a number of different pay points, maintaining a minimum differential of £1500 between each point.

The  bands are:

TLR Pay Bands

  2010 - 2013 2013 - 2014
 TLR 1 £7323 - £12,393 £7397 - £12,517
 TLR 2 £2535 - £6196 £2561 - £6259

Within the specified ranges, individual schools may choose to set up to 3 or 4 pay points (with regard to the differential requirements). Consequently, a post may be advertised as attracting an allowance such as TLR1a, or TLR2.2
At this stage, there is no clear definition as to how these payments should be described - some schools use a lettered sub-scale, some use numbers. Equally, there is no agreement on whether these should be in ascending or descending order. As such, a post labelled as TLR2a, may be at the bottom of the TLR 2 scale, or the top, depending on the school.

Temporary TLR payments

From September 2013 it is also possible to award a temporary allowance of between £505 and £2525 per year for a fixed term period to cover an additional responsibility.

Who is eligible for each level of payment?

The criteria for eligibility for TLR payments are set out in the School Teachers Pay & Conditions Document. These are listed as follows:

   Before awarding a TLR the relevant body must be satisfied that the teacher’s duties include a significant responsibility that is not required of all classroom teachers and that—

(a)  is focused on teaching and learning;

(b)  requires the exercise of a teacher’s professional skills and judgement;

(c)  requires the teacher to lead, manage and develop a subject or curriculum area; or to lead and manage pupil development across the curriculum;

(d)  has an impact on the educational progress of pupils other than the teacher’s assigned classes or groups of pupils; and

(e) involves leading, developing and enhancing the teaching practice of other staff.

      In addition, before awarding a TLR1, the relevant body must be satisfied that the significant responsibility referred to in sub-paragraph 3 includes line management responsibility for a significant number of people.

As such, it is clear that to be awarded the higher band (TLR1), the teacher must also be a line manager. No determination of 'a significant number of people' is made

Other questions about TLR payments.

The Rewards and Incentives Group (RIG) produced an extensive FAQ document in November 2005 which addresses many of the issues raised by the changes introduced to teachers' pay, with regards to TLRs. The document can be downloaded from the archived version of the Teachernet Website.