Teachers’ Appraisal and Pay Pete Gaskin Julie Chow Alison Trehearn Paula Shaw 1 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? 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 6

Proposed changes1  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 7

Proposed changes2  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 8

Proposed changes3  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 9

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 10

Appraisal policy discretions  Appraisal period  Appraisers  Relevant Standards  Means of assessment  Career Stage Expectations  Observation Protocol  Planning and Review Papers 11

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 12

Roles and responsibilities  Teachers  Appraisers  Senior Leadership Team  Head Teacher  Pay/Resources Committee  Governing Body  External Adviser(s) 13

Take a break…  Take the opportunity to share any learning points with colleagues.  10 minutes 14

Objective setting  Appointing appraisers Skills, experience and understanding  What do you want to achieve?  How many objectives?  SMART 15

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 16

Measuring performance  Good or exceptional?  20 minutes 17

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 18

Decision making process set objectives moderation review moderation recommend moderation decide confirm in writing appeal 19

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

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 21

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

What have you learned?  Evaluation and follow up  Any questions? 24