Teachers’ Appraisal and Pay Pete Gaskin Julie Chow Alison Trehearn Paula Shaw 1 12 July 2013.

Teachers’ Appraisal and Pay

Pete GaskinJulie ChowAlison TrehearnPaula Shaw

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12 July 2013

The big question…

What we are trying to achieve is a process that delivers school improvement through pupil progress, provides appropriate challenge to, and enhances the skill levels of teachers, and provides transparent conditions for career development and salary progression.

Is your school prepared?

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In your school …

What appraisal system is established? What is your current role in appraising

and making pay decisions? What key area do you wish to cover

today?

5 minutes

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Aims

Understand the political and legislative framework

Be able to develop and use our policies for appraisal and pay in your school

Have confidence to link performance review to pay recommendations in a consistent and fair way

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Agenda

Recent changes to pay and conditions

Proposed changes from 2013 Working with the new policies Setting and measuring objectives Pay recommendations Pay decision making process Actions for governing bodies Actions for leadership teams

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Recent changes

Coalition Government, Secretary of State’s vision for education

Reward good teachers Deal with poor performing teachers Give schools greater freedom Teacher standards introduced New Appraisal Regulations Revised Ofsted framework

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Proposed changes 1

Same process for annual review on 1 September 2013

Different process thereafter… One set of standards for all Five pay ranges No advanced skills /excellent

teacher range or standards New ‘leading practitioner’ range

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Proposed changes 2

Minimum and maximum ranges No mandatory pay points No pay protection for new

appointments Fixed term TLR3 Relaxed guidance on recruitment and

retention incentives or benefits Freedom around threshold progression

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Proposed changes 3

1% pay award accepted No automatic pay progression Pay progression linked to

performance: Appraisal outcomes Assessment against the standards Can withhold progression outside of

formal capability proceedings

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Working with the new policies

Model policies have discretions Can tailor to suit individual schools Discretions are marked in blue Advice is marked in yellow

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Appraisal policy discretions

Appraisal period Appraisers Relevant Standards Means of assessment Career Stage Expectations Observation Protocol Planning and Review Papers

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Pay policy discretions

Responsibilities: recommending/deciding

Pay range ‘points’ or something else Pay on appointment Descriptors / expectations for each

‘point’ Expectation on progression Threshold application process Structure, including allowances

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Roles and responsibilities

Teachers Appraisers Senior Leadership Team Head Teacher Pay/Resources Committee Governing Body External Adviser(s)

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Take a break…

Take the opportunity to share any learning points with colleagues.

10 minutes

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Objective setting

Appointing appraisers Skills, experience and understanding

What do you want to achieve? How many objectives? SMART

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Objectives should…

Be challenging Be reasonable Support school improvement

priorities Enable pupil progress Relate to the job description Have regard to work life balance Evidence skill and pay progression

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Measuring performance

Good or exceptional?

20 minutes

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Pay recommendation

What would you award? To the M1 teacher To the U1 teacher

Consider this with the six and three point ranges.

15 minutes

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Decision making process

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Actions for Governing Bodies

Update, consult and adopt the Teachers’ Appraisal Policy

Update, consult and adopt the Whole School Pay Policy

Communicate the policies to staff Facilitate training Monitor implementation of the policies Budget for pay decisions from 2014

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Actions for leadership team

Participate in training Draft the policies for governors Make recommendations on discretions Link objectives to improvement

priorities Apply consistently and fairly Communicate the changes Report back to the Governing Body

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Aims

Understand the political and legislative framework

Be able to develop and use our policies for appraisal and pay in your school

Have confidence to link performance review to pay recommendations in a consistent and fair way

22

Agenda

Recent changes to pay and conditions

Proposed changes from 2013 Working with the new policies Setting and measuring objectives Pay recommendations Pay decision making process Actions for governing bodies Actions for leadership teams

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What have you learned?

Evaluation and follow up

Any questions?

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