1. 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

2. 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

3. 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