Teaching Leaders
2015 Development Coach Application Pack
Closing date for applications:
9am Monday 9 March
Page 1 of 22
Contents
Page
Section 1: Our Vision, Mission, Organisation and Values
3
Section 2: The Development Coach Role
4
2.1 Role Overview
4
2.2 Person Specification
5
2.3 What Do We Expect From Our Development Coaches?
5
2.4 Development Coach Commitments
6
2.5 Teaching Leaders’ Commitments to Coaches
6
2.6 Contractual Arrangements
7
Section 3: The Assessment Centre
8
Section 4: Induction and Development
11
Appendices
Appendix One: Regional Coach Recruitment and Induction Timelines
12
Appendix Two: Teaching Leaders 2015 Development Coach Application Form
16
Appendix Three: Teaching Leaders Coach Expense Policy
20
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Section 1: Our Vision, Mission and Values
Our Vision
Teaching Leaders’ vision is of a better society: one where life chances are not predetermined by
social class, nor shackled by educational disadvantage. In the belief that children’s success at school
can be driven not by social background but by the quality and kind of education they receive, we
want to strengthen the capacity of those who lead teaching and learning closest to the frontline of
schools in challenging contexts: middle leaders.
Our Mission
To address educational disadvantage by growing a movement of outstanding middle leaders in
schools in challenging contexts.
Our Organisation
Teaching Leaders is an education charity, specifically focused on developing outstanding middle
leaders. It was developed in 2008 in partnership with four of the UK’s most forward-thinking
educational organisations: the National College, ARK, Teach First and Future Leaders.
We identify, train and develop middle leaders working in schools in the most challenging
contexts. Over the last six years, we have worked with middle leaders in 740 eligible secondary
schools through our programmes; TL Fellows, TL Primary and TL Teams.
The TL Fellows programme was launched in 2008 as a pilot for 30 high potential middle leaders in
London. To date, we have developed 1 089 Fellows and Alumni from 460 schools across the country.
The TL Teams programme started in 2010 as an in-school modular programme. In 2012, we were
awarded a licence from the National College to deliver the National Professional Qualification for
Middle Leadership (NPQML) in partnership with Future Leaders. We now deliver the NPQML
qualification nationwide to schools in challenging contexts.
In 2014 we launched TL Primary, a two-year development programme designed for middle leaders
who work in primary schools in the most challenging contexts.
Our Impact
Results for our 2012 cohort show that GCSE A* - C in TL departments increased by 4.2 percentage
points whilst national results fell.
Pupils in TL Impact Initiatives outperform the national averages for all pupils for 3 and 4 levels of
progress in English. The picture for maths reflects the national trend.
TL Fellows work with 30% more low attainers than the national average. These pupils then go on to
outperform the national average in 3 or more levels of progress.
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Fig 1: 2012 Cohort Alumni Progression - Total number in cohort 180
Our Values
Innovative; Optimistic; Collaborative; Uncompromising; Personal.
Teaching Leaders strives to demonstrate our values in everything that we do and are looking for
Development Coaches who are aligned with these values.
More information can be found at: www.teachingleaders.org.uk
Section 2: The Development Coach Role
As an organisation, we believe a coaching and mentoring culture supports us in achieving our
mission—developing outstanding middle leaders whose teams significantly impact student
achievement. We want to ensure our middle leaders are equipped with the necessary skills and
support to deliver high quality leadership to their teams and students, and we believe coaching is a
sound investment to support this.
2.1 Role Overview
Teaching Leaders Fellows work in schools in challenging contexts, and have been selected through a
rigorous application and assessment process.
The Development Coach role is a two-year commitment supporting these high-potential middle
leaders to improve pupil outcomes in their departments and/or areas of responsibility.
Coaching is a crucial and central part of each Fellow’s experience and development. Development
Coaches are the link between the curriculum and training delivered on the programme and the
school context, supporting Fellows to incorporate this learning into their practice as middle leaders.
Coaching is the most personalised element of the programme, allowing Fellows to see a direct
impact within their roles, their leadership and consequently in outcomes for their pupils.
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An understanding of best practice enables Development Coaches both to support Fellows in
designing their plan to improve pupil attainment (the Impact Initiative) and at the same time to
provide appropriate challenge to their thinking. For this reason senior leadership experience in a
challenging secondary school is an essential requirement for this role.
Development Coaches have the most regular contact with Fellows’ schools through school based
coaching sessions and liaison with the nominated senior leaders (ISL) and so represent our
organisation.
The Development Coach role is open to both currently serving and former senior school leaders.
“Each coaching session has an immediate positive impact on the Leadership of my team and
on my development as a leader.” (Teaching Leaders Fellow)
By the end of their two-year relationship with the Development Coach and completion of the
Teaching Leaders Fellows programme, Development Coaches will have supported Fellows in:
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Overcoming difficult situations, building their resilience and capacity to face challenges head on.
Planning strategically to deliver an Impact Initiative that raises attainment.
Using data fully to set targets, monitor progress and evaluate results.
Leading highly effective teams creating a culture of accountability for themselves and their
teams.
Understanding and demonstrating a repertoire of leadership behaviours and approaches.
Being able to reflect objectively on their practice.
Developing the necessary confidence to fully step up to outstanding middle leadership being
highly motivated to take on any future role.
2.2 Personal Specification
Essential:
 A minimum of two years in your current post as a senior leader (Assistant Head or above).
 Experience of working as a senior leader in a secondary school in a challenging context (see p17).
 An ability to employ a variety of coaching models and techniques adapting approaches in
accordance with the needs of individual Fellows.
 Experience of, and a passion for, developing middle leaders.
 An understanding of the challenging environments in which our Fellows work.
 Development Coaches should be aligned with our mission and values, and be flexible and
comfortable with being a part of a growing, dynamic organisation.
 An ability to act as an ambassador for Teaching Leaders, demonstrating a commitment to, and
passion for, the Fellows programme when representing our organisation.
 A commitment to your own learning and a desire to develop both as a Coach and professional.
Desirable:
 Whilst a formal coaching/mentoring qualification and accreditation would be useful, the most
important factor for us is your commitment to your own development as a Coach and to the
development of others.
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2.3 What We Expect From Our Development Coaches
We expect Development Coaches to:
 Demonstrate a commitment to their continuing professional development.
 Build confidence through feedback, encouragement support and appropriate challenge.
 Inspire Fellows to see themselves as agents for positive change in their schools
 Strive to develop and maintain successful working partnerships with Fellows, their schools and
with the TL team.
 Demonstrate an understanding of others’ needs.
 Challenge Fellows to take appropriate action and not to seek to create dependence.
 Communicate Fellows’ progress with key stakeholders while maintaining agreed levels of
confidentiality.
 Engender confidence in Fellows to raise aspirations and achievement of their teams and pupils.
 Create a climate of support and accountability.
 Support Fellows in using a variety of school data sources.
 Enable Fellows to learn and modify behaviour through reflection, analysis and judgement.
 Facilitate successful problem solving techniques by asking challenging questions.
 Behave professionally at all times, establish a contract and set appropriate boundaries with
Fellows.
 Be well organised, with good IT and communication skills, and to meet deadlines.
2.4 Development Coach Commitments
The Development Coach core and per-Fellow annual remuneration package has been calculated to
cover the following commitments:
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Complete 7 Coaching Visits per Fellow per year within the time-frame specified by Teaching
Leaders—4 of these to be face-to-face visits completed in the Fellow’s school unless exceptional
circumstances apply; 3 to be telephone or Skype sessions. Both school-based sessions and
telephone sessions are a minimum of 2 hours.
Coach within our framework: we expect our Coaches to utilise their educational experience and
knowledge of coaching within the framework of our coaching programme, which is defined by a
set agenda, topic, Coaching Visit Prompt and timeframe for each of the 4 face-to-face and 3
telephone/Skype sessions each year of the programme. We expect Coaches to conduct each
Coaching Visit according to the Coaching Visit Prompt.
Record and upload Coaching Visit Reviews (CVRs) onto the Teaching Leaders online Platform
within 5 days of completing each visit, capturing the discussion and identifying agreed action
points with dates for completion.
Support Fellows in developing an effective Delivery Plan for their Impact Initiative including
providing pertinent written feedback on the TL Platform.
Support Fellows as they monitor and evaluate their Delivery Plans to ensure maximum impact
for pupils.
Support Fellows in using programme tools.
Submit comments about Fellows’ development each term to be included in the Termly Progress
Reports sent by regional teams to schools.
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Commit to attend the relevant Coach and Fellow Induction sessions and the Residential (see
Appendix One for dates)
Commit to attend all Coach Development and Supervision Sessions). In the event that a
Development Coach is unable to attend a required session, it is the responsibility of the
Development Coach to offer payback time or submit a reduced invoice.
Have a one-to-one discussion with the Regional Head of Coaching twice a year as part of the
Performance management process.
Undergo a DBS check for Teaching Leaders.
2.5 Teaching Leaders’ Commitments to Development Coaches
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We will offer on-going professional development including opportunities for peer supervision
and one-to-one support from the Regional Head of Coaching.
Membership of the European Mentoring and Coaching Council (EMCC) will be provided to all
Teaching Leaders’ Coaches. Development Coaches will be expected to accept and maintain the
principles outlined in the EMCC’s Code of Ethics. More information can be found at:
www.emcccouncil.org.
Development Coaches will have access to EMCC Regional Networks and events, forming a
considerable part of their on-going CPD.
We will provide opportunities for each Development Coach to feedback on their Teaching
Leaders experience and contribute to the on-going development of our coaching programme.
2.6 Contractual Arrangements
Appointed Development Coaches will be offered a consultancy contract with Teaching Leaders.
Contractual agreements will be formalised during July 2015, once Fellow recruitment has ended and
final Fellow numbers are confirmed.
Each Development Coach will be issued an annual contract outlining remuneration for work
undertaken that academic year; the contract will be revised and reissued in the second year of the
programme to reflect the different level of commitment.
For Development Coaches who are self-employed the remuneration package is calculated by
adding a set core amount and a per-Fellow amount. The core amount is remuneration for Induction
and Residential (Year 1 only), and on-going coach development and supervision requirements
including one-to-ones with the Regional Head of Coaching. The per-Fellow amount is dependent on
coaching-load allocation and is remuneration for required coaching work.
For Development Coaches who are serving school leaders the remuneration package is based on
the per-Fellow amount only plus attendance at the Fellows Induction Day (Year 1 only) and is paid to
the school.
The daily rate used to calculate the remuneration for the coaching package is £400. Each schoolbased coaching visit is paid at a half day rate and telephone/Skype sessions at a quarter day rate.
Development Coaches will also be reimbursed, up to a maximum specified amount, for travel to
Fellows’ schools for face-to-face Coaching Visits, for travel to the Fellows Induction and the
Residential and for travel to development, supervision and one-to-one sessions. Please see the
Teaching Leaders Expense Policy in Appendix Three for more details.
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2015 Remuneration package breakdown by year
Core Amount Non Serving School Leader
Covering payment for Induction & Residential
(year 1 only) and on-going development,
supervision and 1:1s with Regional Head of
Coaching
Core Amount Serving School Leader
Year 1 Amount
Year 2 Amount
August 2015-July
2016
August 2016-July
2017
£2,600 (equivalent to
6.5 days)
£1,400 (equivalent to
3.5 days)
£400
£0
£1,100 (equivalent to
2.75 days)
£1,100 (equivalent to
2.75 days)
Covering payment for Fellow’s Induction Day
Per-Fellow Amount
Covering coaching work and associated
requirements as outlined in the role description
We will discuss coaching-load allocation with successfully appointed Development Coaches prior to
the issuing of contracts but as a guideline:
 For Development Coaches who are serving school leaders, the allocation is a minimum of 4 and
a maximum of 8 Fellows.
 For new Coaches, the usual allocation is 10 Fellows.
 For returning Coaches there may be opportunities to take up to two full cohorts at the same
time. The Coach should already have completed a full two year TL cohort. This will be at the
discretion of the Regional Heads of Coaching Group, and in accordance with regional demand. It
will be subject to good performance and the successful meeting of key administrative criteria.
N.B. Partial multiple-cohort allocations will not normally be granted.
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Section 3: The Assessment Centre
We are recruiting Development Coaches to work with our London & South East cohort of 180
Fellows, our North cohort of 180 Fellows, our North-East cohort of 45 Fellows and our Midlands
cohort of 105 Fellows.
We are particularly interested in recruiting coaches in the following areas:
London and South East
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Norfolk
Bournemouth / Southampton
Hastings
Brighton / Eastbourne
Medway / Kent
Essex
Bristol
North
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Greater Manchester
Merseyside and Liverpool
Humberside
Yorkshire
Lancashire
North East
 Tyneside
 Teeside
 Carlisle
Midlands
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Birmingham
Nottinghamshire
Leicestershire
Derbyshire
Stoke
Lincolnshire
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We believe Development Coach Assessment Centres provide an objective method for assessing
candidates and ensuring that they have the appropriate skills, values, and personal attributes to
work with our Fellows, partner schools and organisation.
The application and assessment process will enable us to better understand you and your strengths,
make the best appointments for our organisation and match successful candidates most effectively
with our Fellows.
We will review all applications received by the deadline and those who are shortlisted will be invited
to participate in a telephone interview and an Assessment Centre.
Please be aware we do not have capacity to give feedback at the application stage due to the high
volume of applications we receive.
Please refer to Appendix One for region specific application timelines and Assessment Centre dates.
Applicants can indicate preferred Assessment Centre dates when submitting their Application Form.
Telephone interviews will take place before the Assessment Centre.
Telephone Focused Interview
This session is to learn more about you, your values and your experience developing and
empowering others to be successful. It is also an opportunity for you to ask questions about the
role.
The Assessment Centre will consist of 6 activities:
1. Facilitation session
You will be asked to facilitate a 30 minute session with materials provided. This session will
look at your ability to deliver to a group. Please note: this activity is to establish that you are
able to fulfil your role as a Development coach. Should you wish to facilitate on the
programme you will need to undertake further assessment as a facilitator.
2. Observed Coaching Session
This session will be observed by one of our Assessors. The coachee will be a current Teaching
Leaders Fellow or alumnus who has been briefed on the purpose of the session and will
bring a real issue to explore with you. The purpose of this session is to observe how you
coach, your style and approach.
3. Data session
The purpose of this written activity is to demonstrate that you are able to pick up key trends
from a Fellow’s data and show how you will address this with the Fellow.
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4. Peer Reflection and Discussion of Observed Coaching Session
Development Coach candidates will be asked to reflect upon and discuss their Coaching
Session. The purpose of this session is to see how you engage in reflection with peers and
help each other to move forward.
Feedback Session
During this session you will be given feedback compiled by Assessors during the coaching
and peer discussion activities. The purpose of this session is to see how you respond to
feedback.
5. Reflective Review
During this activity you will be given the opportunity to reflect in writing on the Assessment
Centre overall by analysing your performance and learning from the Assessment Centre
while also highlighting strengths and development areas. This Reflective Review will form
part of the assessment process.
All candidates who attend an Assessment Centre, should they request it, will receive additional
feedback from their Focussed Interview and Reflective Review.
Section 4: Coach Induction,
Fellow Induction and Residential Events
Newly-appointed 2015 Development Coaches will be required to attend all of the events outlined
below.
Returning Coaches will be required to attend the Fellow Induction and Residential; specific dates can
be found in Appendix One.

Coach Induction—newly appointed Development Coaches only: July 10 2015
New Development Coaches will be given an overview of the Teaching Leaders 2015 Fellows
Programme, how coaching functions within it, and the role of a Development Coach. Coaches
will also be introduced to the Teaching Leaders model of and approach to coaching and will be
given further opportunity to practise and develop their coaching skills. Attendance at the
Development Coach Induction is a requirement of the role, and in line with Teaching Leaders’
policy, only travel expenses will be paid.

Fellow Induction Day—all Development Coaches: July 17 2015
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The focus of this day is to introduce Fellows to the Teaching Leaders programme and regional
team including meeting Development Coaches for the first time.

Fellow Residential—all Development Coaches: August 18 – 20 2015
Development Coaches will facilitate sessions with Fellows and attend further induction and
development sessions to prepare them for working with Fellows.
Appendix One:
Regional Coach Recruitment and Induction Timeline
Region: London/South East
Contact: Christine Drummond
Christine.drummond@teachingleaders.org.uk
0203 116 6364
Date
9 March 2015
16 March 2015
30 March
13 April
14 April
29 April
16 April
22 April
27 April
7 May
3 June
9 June
WB 15 June
10 July
17 July
18 – 20 August
Activity
Closing date for applications
Candidates informed whether successful or unsuccessful in
their application. If successful, the candidate will be invited
to a telephone interview and an Assessment Centre.
We do not have capacity to give feedback at the application
stage due to the high volume of applications we receive.
South Telephone Interview 1
South Telephone Interview 2
South Telephone Interview 3
South Telephone Interview 4
London & South East Assessment Centre 1 London
London & South East Assessment Centre 2 Chelmsford
London & South East Assessment Centre 3 Canterbury
London & South East Assessment Centre 4 London
London & South East Assessment Centre 5 London
Shortlisted candidates informed via telephone whether or
not they were successful at Assessment Centre
Telephone feedback will be arranged for all shortlisted
candidates post the Assessment Centre, if requested
London & South East Development Coach Induction (Newly
appointed coaches only. Location: London)
Fellow Induction Day (location: London)
Fellow Residential (location: University of Warwick)
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*No applications will be accepted from candidates who cannot commit to attend the required July
& August events.
*Please note that we are unable to pay travel expenses to those candidates invited to Assessment
Centre
Region: North
Contact: Darren Whysall
Darren.whysall@teachingleaders.org.uk
0161 669 5614
Date
9 March 2015
16 March 2015
10 April 2015
16 April 2015
17 April 2015
22 April 2015
28 April 2015
29 April 2015
05 May 2015
06 May 2015
12 May 2015
9 June
WB 15 June
10 July
17 July
18 -20 August
Activity
Closing date for applications
Candidates informed whether successful or unsuccessful in
their application. If successful, the candidate will be invited to
a telephone interview and an Assessment Centre.
We do not have capacity to give feedback at the application
stage due to the high volume of applications we receive
North Telephone interviews 1
North Telephone interviews 2
North Telephone interviews 3
North Telephone interviews 4
North Assessment Centre 1
North Assessment Centre 2
North Assessment Centre 3
North Assessment Centre 4
North Assessment Centre 5
Shortlisted candidates informed via telephone whether or not
they were successful at Assessment Centre
Telephone feedback will be arranged for all shortlisted
candidates post the Assessment Centre, if requested
North Development Coach Induction (Newly appointed
coaches only. Location: Manchester)
Fellow Induction Day (Manchester)
Fellow Residential (location: University of Warwick)
*No applications will be accepted from candidates who cannot commit to attend the required July
& August events.
*Please note that we are unable to pay travel expenses to those candidates invited to Assessment
Centre
Page 13 of 22
Region: North East
Contact: Darren Whysall
Darren.whysall@teachingleaders.org.uk
0161 6695614
Date
9 March 2015
16 March 2015
19 March 2015
20 March 2015
24 March 2015
25 March 2015
31 March 2015
9 June
WB 15 June
3 July 14
17 July
18 – 20 August
Activity
Closing date for applications
Candidates informed whether successful or unsuccessful in
their application. If successful, the candidate will be invited to
a telephone interview and an Assessment Centre.
We do not have capacity to give feedback at the application
stage due to the high volume of applications we receive
North East Telephone interviews 1
North East Telephone interviews 2
North East Assessment Centre 1
North East Assessment Centre 2
North East Assessment Centre 3
Shortlisted candidates informed via telephone whether or not
they were successful at Assessment Centre
Telephone feedback will be arranged for all shortlisted
candidates post the Assessment Centre, if requested
North East Development Coach Induction (Newly appointed
coaches only. Newcastle)
Fellow Induction Day (Newcastle)
Fellow Residential (location: University of Warwick)
Page 14 of 22
Region: Midlands
Contact: Andrew Poulton
Andrew.poulton@teachingleaders.org.uk
0121 796 1014
Date
9 March 2015
16 March 2015
23 March
24 March
25 March
30 April
5 May
7 May
9 June
WB 15 June
10 July
17 July
18 – 20 August
Activity
Closing date for applications
Candidates informed whether successful or unsuccessful in
their application. If successful, the candidate will be invited to
a telephone interview and an Assessment Centre.
We do not have capacity to give feedback at the application
stage due to the high volume of applications we receive
Midlands Telephone interviews 1
Midlands Telephone interviews 2
Midlands Telephone interviews 3
Midlands Assessment Centre 1 (location: Birmingham)
Midlands Assessment Centre 2 (location: Birmingham)
Midlands Assessment Centre 3 (location: Birmingham)
Shortlisted candidates informed via telephone whether or not
they were successful at Assessment Centre
Telephone feedback will be arranged for all shortlisted
candidates post the Assessment Centre, if requested
Midlands Development Coach Induction (Newly appointed
coaches only. Location: Birmingham)
Fellow Induction Day (location: Birmingham)
Fellow Residential (location: University of Warwick)
*No applications will be accepted from candidates who cannot commit to attend the required July &
August events.
*Please note that we are unable to pay travel expenses to those candidates invited to Assessment
Centre
Page 15 of 22
Appendix Two:
Teaching Leaders 2015 Development Coach Application
Form Instructions
New Applicants
To apply for the role, email the following to coach.recruitment@teachingleaders.org.uk no later
than Monday 9 March 2015

A completed Application Form

A short CV—maximum 2 sides of A4

Contact details of 2 referees—specifically someone you have coached/developed and your
most recent line manager (we will only contact your referee if your application is successful)
Please note that all the information provided will be used in the strictest confidence.
When submitting your application, please put Coach Application and the region you are applying
for in the email subject line. Any additional information or documentation submitted by applicants,
but not requested in the Application Form, will not be reviewed or taken into consideration when
short-listing.
Please see the tables at the end of the Application Form to indicate any dates where you would be
unable to participate in a telephone interview or Assessment Centre.
We do not have capacity to give feedback at the application stage due to the high volume of
applications we receive.
Returning Coaches
We value the work of our existing Coaches and our new recruitment and selection process will not
affect any current contractual agreements.
There may be opportunities to take up to two full cohorts at the discretion of the Regional Heads of
Coaching Group, and in accordance with regional demand. This will be subject to good performance
and successful meeting of key administrative criteria. Partial multiple-cohort allocations will not
normally be granted.
All current 2013 Coaches who wish to apply to coach on the 2015 cohort, and are eligible to do so,
are asked to submit a formal letter of intent, including acknowledgement of the contractual changes
and attendance at key events by Monday 2 March
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Teaching Leaders 2015 Development Coach Application
Form
Name
Can you commit to all 2015 Development Coach required dates for the region(s) you are applying as
specified in Appendix One?
Yes
No
Can you commit to all requirements of the role as specified in Section 2?
Yes
No
Do you have experience of working as a senior leader (Assistant Head or above) in a secondary
school in a challenging context?
Yes
No
Note: if you cannot tick ‘Yes’ to all three boxes and provide the additional information requested
above, we will not be able to take your application further.
Please provide the following additional information (please insert more rows if required):
Senior Leadership
Role Held
Dates
Key Responsibilities
School/Academy
Challenging
context (see
below)
At Teaching Leaders we define a challenging context as schools which meet one of the following criteria
Ever 6 FSM of 50% or more or
Ever 6 FSM of 25% – 50% AND under 56% of your disadvantaged pupils achieving 5A*-C GCSE (including English
and maths) and/or
Fewer than 40% of your pupils gain 5A*-C GCSE (including English and maths)
Are you a serving school Leader?
No
Yes
Name of School / Academy
Telephone Number and Mobile number
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Email
Address
Which region are you applying for? (Please select one region only)
London & the South East
North
Midlands
North East
What other programmes, organisations, etc do you work with (if applicable)?
What will your work commitments be from August 2015 through July 2017?
1. Why would you like to work with Teaching Leaders? (100 words max)
2. Summarise your philosophy and approach to coaching. (300 words max)
3. What is your understanding of the challenges of coaching middle leaders working in secondary
schools in challenging contexts? (300 words max)
4. What steps would you take as a Development Coach to support an inexperienced middle leader
in improving student outcomes? (250 words max)
5. Describe a recent time when you have developed/coached another staff member. What was the
outcome and what did you learn? (300 words max)
6. What do you see as your current areas for development and how are you addressing these? (100
words max)
7. Is there anything else at that you would like to add in support of your statement? (250 words
max)
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8. Where did you hear about this post?
Please indicate below if you are unable to make any of the dates for telephone interviews or for
Assessment Centres in your Region.
NB Candidates invited to attend an Assessment Centre will not be required to attend for the full day
as the activities have different starting and ending times for different candidates.
Region: London/South East
Telephone Interview
Assessment Centre
Region: North
Telephone Interview
Assessment Centre
Region: North East
Telephone Interview
Assessment Centre
Region: Midlands
Telephone Interview
Assessment Centre
Page 19 of 22
Appendix Three:
Teaching Leaders Coach Expense Policy
Teaching Leaders reimburses expenses necessarily and reasonably incurred by Coaches in doing their
jobs. All Fellow school visits, travel to Coach Development Meetings and Coach Peer Supervision
sessions is reimbursable in line with the below guidelines. Reimbursement for additional work
undertaken for Teaching Leaders by the Coach will be agreed on a case by case basis.
Each Coach is individually responsible for making sure that they do not incur unreasonable expenses,
and for getting prior approval if in doubt. As Teaching Leaders is a charity everyone is expected to
use the cheapest reasonable option: for example, public transport rather than taxis. There is no per
diem rate. Claims for individual items should be submitted for reimbursement to the Finance
Manager, (finance@teachingleaders.org.uk) c.c. Regional Head of Coaching and Associate,
Programme Delivery (APD)
Fellow Visits and Training Events (coach development meetings, peer supervision sessions):
 London: any Coach who resides outside of Zones 1-6 and travels in to London or who lives in
London and travels outside of Zones 1-6, or who resides outside of Zones 1-6 and travels to
areas outside of Zones 1-6 will be eligible to claim travel reimbursement for up to £30 per
visit. Any Coach who lives in London and is travelling within London for Fellow visits will be
eligible to claim travel reimbursement up to £15.

All Regions: Any Coach who travels more than 60 miles for an event listed above will be
eligible for travel reimbursement up to £70/per visit.
Claims should be made using the expenses section of the Teaching Leaders invoice template and
submitted monthly.
Type of expense
Travel costs:
Public transport
Taxis
When reimbursable
What may be
claimed
Information Evidence required
required
When necessary to
carry out any Fellow
visit or to attend a
work-related course
or conference outside
of the usual region of
work. Every effort
should be made to
obtain the best
possible fare for trains
and flights. Booking as
far in advance as
possible usually
ensures a cheaper
rate.
Travel by cheapest
practical mode and
always by standard
class: prior approval
required for all air
travel.
No reimbursement if
no extra cost incurred
(e.g. cost covered by
season ticket or
travelcard).
Date, origin,
destination,
reason for
travel
When not reasonably
Cost of taxi fare.
Date, origin, Receipt
.
Ticket or receipt
(may not always be
possible for tube/bus
journeys when
Oyster Card used,
but can be provided
for prepay Oyster
from TfL website)
In London: Quote
showing difference
between annual
train ticket and
annual ticket
including top-up for
TfL Zones 1 and 2.
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practical to use public
transport (e.g.
because of
exceptionally late end
to meeting or because
quantities of materials
need to be carried) or
when advised by the
Teaching Leaders
central team
destination,
reason for
travel
Own car
When not practical to
use public transport,
or when use of own
car is cheaper (e.g.
when several people
are travelling)
Actual mileage at 45p
per mile
Cost comparison with
public transport
should include any
parking costs,
congestion charge
etc. Cars must be
insured for business
use. Fuel
reimbursement is
capped at £70 per
journey without prior
approval.
Date, origin,
destination,
reason for
travel,
mileage
Congestion
charge
When car used and
not practical to avoid
congestion charge
zone
Cost
Date, origin,
destination,
reason for
travel
Parking costs
When car used for
above reasons.
Cost
Date,
location,
hours,
reason for
usage
Ticket or receipt
where available
Fines (parking,
speeding,
congestion charge
etc)
Not reimbursable
Bed and breakfast
only, not to exceed
£85 within London or
£70 outside of
London without prior
approval
Reason for
stay
Itemised hotel bill
Accommodation:
Hotel
Hotel extras
When not reasonably
practical to return
home
Not reimbursable
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(newspapers,
minibar, laundry
etc)
Meals while
travelling
Only if an overnight
stay is reasonably
required or during a
Teaching Leaders
international trip
Reasonable meal
costs (excluding
alcohol) will be
reimbursed.
Reason for
meal
Itemised restaurant
bill
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