With effect from 1 September 2006, Management Allowances were replaced by a new system of allowances named ‘Teaching Allowances’ (TAs) to reflect the teaching and learning responsibilities associated with their award.
Awarding of Teaching Allowances
Relevant Bodies may award only one of five Teaching Allowances (TA) to a classroom teacher. It is not possible to award more than one TA to a teacher to recognise different areas of responsibility. Where a teacher in receipt of a TA assumes further additional responsibility, Relevant Bodies may award a TA of a higher value rather than an additional TA. TAs may be split between a combination of full-time teachers, part-time teachers or
both, provided that the full value of the TA is used and not exceeded. A part-time teacher may be awarded:
- a full Teaching Allowance provided the Board of Governors is satisfied that the duties of the Teaching Allowance can be fully and effectively carried out within the teacher’s available working hours; or
- a Teaching Allowance on a pro rata basis commensurate with his/her hours and, the balance of that teacher’s allowance may be awarded to another part-time or full-time teacher.
Not every task that a teacher undertakes outside the classroom needs to be separately paid for through the allocation of a TA. Before awarding a TA, the Relevant Body must be satisfied that the teacher’s duties include responsibilities that:
- are not required of all classroom teachers;
- are focused primarily on teaching and learning; and
- require the exercise of a teacher’s professional skills and judgement.
Such responsibilities must also conform to at least one of the following descriptions:
- require the teacher to lead, manage and develop a subject or curriculum area, or to lead and manage pupil development across the curriculum.
- have an impact on the educational progress of pupils other than the teacher’s assigned classes or groups of pupils;
- involve leading, developing and enhancing the teaching practice of other staff.
The use of the five levels of TA should reflect the size and responsibility structure of the school in keeping with the School’s Salary Policy.
Structures should reflect the principle that teachers with similar levels of responsibility are awarded the same level of allowance, taking account of equal pay and other employment legislation.
As a general principle, the responsibilities for which a higher value TA (i.e. TA 4 and TA 5) is awarded should normally include line management responsibility for a significant number of people, and this should be reflected in the Salary Policy.
The Relevant Body may award TAs on a temporary or fixed-term basis to a teacher assuming additional responsibilities which are not permanent, perhaps to cover the prolonged absence of a senior member of staff, or for a major one-off task. If TAs are to be awarded on a temporary or fixed-term basis, this should be specified in writing at the outset.
When awarding TAs, Boards of Governors should take account of all relevant guidance issued by its Employing Authority in relation to promotion procedures. Boards of Governors should consult their relevant Employing Authority in any case where clarification is required.
For current Teaching Allowance rates please see the current Teachers’ Pay Scale (PDF).