Senior Leaders Talent Map UNDER PERFORMER DEVELOPING PERFORMER HIGH PERFORMER DEVELOPING POTENTIAL KEY PLAYER STRONG PLAYER HIGH POTENTIAL EXCELLENT ROLE MODEL Good strategic overview Creative and Innovative leader Good emotional intelligence Shows initiative Successful whole school impact Has respect of all staff – high level of influence Credibility/reputation New to role Strong initial impact Possible successful results once this person matures into their role Excited to see what they're capable of Inspirational leader Able to be promoted/Ready to be successful at next level Experience /proven track record Long term vision Impact at a strategic level measurable Exceptional role model Can articulate their own weaknesses Widespread influence beyond current role Excellent resilience and emotional intelligence New to role Limited experience Lack of opportunity for quality cpd External factors have limited development Potential to improve Desire to improve Consistent good performer Willing and able to take on more responsibility Resilient Flexible & adaptable Needs to be more proactive to reach potential I really want you in my team Good emotional intelligence and resilience Establishing credibility/reputation Team player Led and developed whole school impact Strategic overview and understanding POTENTIAL Happy at work In their comfort zone Consistently high performing At full capacity Limited by external barriers High level of influence New to role Limited or negative leadership input Underperforming Limited job satisfaction Additional training or support needed Limited interpersonal skills Lack of flexibility Significant technical gaps Limited capacity to reflect Had training but not yet evidence Lack of consistency Limited impact Limited interpersonal skills Opportunities needed to develop PERFORMANCE

Middle Leaders Talent Map UNDER PERFORMER DEVELOPING PERFORMER HIGH PERFORMER DEVELOPING POTENTIAL KEY PLAYER STRONG PLAYER HIGH POTENTIAL EXCELLENT ROLE MODEL In early stages of new role and being proactive about it Potential for more stretching/ challenging projects Mentoring and coaching in place Self aware of development needs Seeking additional responsibilities Achieving challenging goals Taking initiative with school improvement Strategic thinking Leads whole school projects Performance continually improving Exceptional performance Evaluative & brings about change Reflective Ready for senior leadership Highly valued and respected by the school community and possibly beyond Strategic thinker Manages role well Potential to develop further Shows resilience Consistent performer Not yet a strategic thinker New to role and has identified areas for improvement Early promise Mentoring and coaching in place Committed to school improvement and staff development Potential to act as leader/ role model Proactive Recruitment & retention Strong performance – all necessary skills for this level Consistent & has aspirations to improve POTENTIAL Inefficient in effecting change in improvement Not meeting performance targets Unable to adapt to change Lacks challenge Meets performance expectations for their role Induction support necessary Lacks leadership ambition and or confidence Not proactive in leading others Valued & respected as a leader Dependable gets the job done to a high standard Takes responsibility for a specific area Excellence performance in area od responsibility Competent but not seeking promotion currently PERFORMANCE

Main Scale Teachers Talent Map UNDER PERFORMER DEVELOPING PERFORMER HIGH PERFORMER DEVELOPING POTENTIAL KEY PLAYER STRONG PLAYER HIGH POTENTIAL EXCELLENT ROLE MODEL High potential ready to be stretched High potential with strong initial impact but new or inexperienced in current role Shows initiative in own role Adaptable to change Give responsibility to prepare for next level Able to create excellent practice and lead in areas of school life Shows initiative in wider contexts role Competent & flexible Leads successful staff meetings & small projects with impact Acts on changing trends that impact upon school Shows initiating is accountable & productive Can lead for improvement Shows resilience and can act upon it Consistently produces outstanding memorable results Big picture thinker /problem solver /self-motivated Ready to move onto next level in ..(time) Able to meet deadlines show impact in a range of situations Requires increased opportunity to show consistent performance/ deliver results Emergent promise of potential Demonstrate early capability & signs of long-term potential Begins to show initiative Risk taker Innovative Shows resilience Produces good results, performing well Can reflect on practice and amend accordingly Contributes to leading staff meetings & discussions Can adapt to ne situations as necessary Committed consistent results meets expectations and beyond Contributes ideas, suggestions are acted on Able to meet deadlines and show impact in a range of situations Consistently produces memorable results. POTENTIAL Not delivering on results as expected, does not adapt to change well Little resilience Inconsistent progress being made by children or groups pf children Induction plan / support plan An experienced member who may have competency gaps or behavioural issues Inconsistent practice Focused on teaching Meets teacher standards Responds to advice & feedback Consistently ensures good progress is made by all children Good performance and suited to current grade Emotionally intelligent Masters at their job, likely to stay in the same role Performance role model – within the teacher standards Consistently produces good results – good progress made by most children with some exceeding Inspirational teacher Happy in role PERFORMANCE