teachers’ appraisal and pay pete gaskin julie chow alison trehearn paula shaw 1 12 july 2013
TRANSCRIPT
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?
2
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
3
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
4
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
5
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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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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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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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
23