1. APPRAISAL OF THE HEADTEACHER GOVERNORS’ BRIEFING

2. Regulations The Education (School Teacher’s Appraisal) (England) Regulations 2012 applies to teachers and headteachers in maintained schools covered by the School Teachers Pay and Conditions document (STPCD). There are new leadership standards

3. Under These Regulations The following existing requirements remain: governing bodies and local authorities will have to have a written appraisal policy for their teachers/Headteachers governing bodies will have to appoint an external adviser to advise them with appraising the headteacher objectives will have to be set for each teacher and head teacher which contribute to improving the education of pupils schools will have to have an annual appraisal process for teachers and headteachers – How is this currently happening?

4. Teachers and head teachers will have to be given a written appraisal report which sets out: an assessment of their performance in the previous appraisal period agreed objectives for future performance an assessment of their training and development needs where relevant, a recommendation on pay progression.

5. What is the GB role in PA? to establish the school’s performance management policy to determine the appraisal period for teachers and headteachers – usually 12 months but can be shorter or longer for newly appointed staff to review the head’s performance annually, including appointing governors as they see fit to carry out this task to appoint an external adviser (there is no longer a requirement to use a local authority officer).

6. What is the GB role in PA? / Continued to set performance standards and objectives for the headtecher which aim to improve pupil performance and which are in line with the school improvement plan, having first consulted the external adviser to ensure the headteacher arranges for the appraisals of teaching staff to be carried out annually, and for any pay recommendations to be made to the governing body To ensure the headteacher and every teacher is given a written appraisal report including a review of past performance, objectives set for the future and any pay recommendations

7. Who appoints the governors to the head’s review? The governing body makes the appointments and should appoint governors who have undertaken performance management training and who have the appropriate skills. Two to three governors remains a workable number. The 2006 regulations on performance management limited the number of reviewers for a headteacher's appraisal to a panel of two or three governors. The 2012 regulations (linked to above) do not include this requirement.

8. Do headteachers have any say? This will be determined by the school’s policy, but it is good practice for heads to be able to object in writing to the governing body of the appointment of any particular governor once in any cycle to the review panel. Any objection should be on the grounds only that the governor is unsuitable for professional reasons

9. Does the governing body have to accept this objection? The governing body should satisfy itself that the reasons submitted by the headteacher seeking the removal of an appointed governor are for professional reasons only and that the reasons themselves are significant. The governing body will then appoint another governor if they accept the head’s objections or may reject the request. In the case of a rejection the governing body should state the grounds for the rejection, in writing.

10. Who sets targets for the headteacher? The targets and objectives for the headteacher are set by the appointed governors after consulting with the headteacher and the external adviser, on an annual basis as part of the review process. Such targets must be meaningful and achievable, and should reflect the overall development needs and priorities of the school, as well as being aimed at improving the pupil’s education. The external adviser should assist the governing body in establishing targets and objectives in discussion with the governors’ review panel and the headteacher. Every effort should be made to achieve agreement on the requirements to be placed on the headteacher What could this look like?

11. What is the function of the external adviser in performance management? To assist the governors review panel in setting meaningful but achievable targets and in reviewing outcomes. Both the review governors and the headteacher can choose to meet separately with the adviser to discuss the headteacher’s performance and targets before the review meeting. The adviser should attend the review meeting and offer advice and support to governors and can be asked to prepare the first draft of the appraisal report. The adviser is not responsible for determining a recommendation to the pay committee on whether increment(s) should be paid to the headteacher following the review; this is a matter for the governors’ panel alone. However, governors can ask for advice and should take account of any advice offered.

12. To whom does the headteacher turn if dissatisfied with the outcome of his/her review of performance? The school’s policy should set out a review process – for example, the appraisal report could be given to a governor acting as the review officer (usually the chair of governors unless the chair is a member of the review panel) for further deliberation. If the review officer is persuaded that aspects of the review are inaccurate, he or she may require that the statement be reviewed again.

13. Minutes/Report The Education (School Teachers’ Appraisal) (England) Regulations 2012 do not specify that the clerk needs to take minutes of the headteacher’s appraisal. Recommended that the external adviser should take notes at the review meeting, in preparation for writing the appraisal report. The notes should focus on the outcomes of the discussion rather than being detailed minutes. The adviser normally uses the notes and any other evidence to produce the report. In circumstances where the external adviser does not take the notes, they can be taken by the governing body’s clerk, the headteacher’s personal assistant, or one of the governors present at the meeting.

14. Ratification Must the governing body ratify the panel’s decision? Once the appraisal panel has been completed the headteacher’s, this does not need to be ratified by the full governing body, as long as responsibility for carrying out the headteacher’s appraisal has been formally delegated to the panel. This applies to both maintained schools and academies.

15. Confidentiality Confidentiality and the appraisal statement The governing bodies should approach this issue with care, as some headteachers will be concerned about confidentiality. Page 14 of the DfE's model policy suggests the following statement could be included surrounding the confidentiality of appraisals: The appraisal and capability processes will be treated with confidentiality. However, the desire for confidentiality does not override the need for the headteacher and governing body to quality- assure the operation and effectiveness of the appraisal system.

16. Progress scheduling planning and review meetings as far in advance as possible – reviews should be completed in a timely manner, ideally before the end of the autumn term setting aside appropriate time for the meetings and ensuring that those who are participating are adequately prepared; ensuring the meetings are a professional dialogue between reviewer and reviewed; ensuring that the outcomes of meetings in regard to setting objectives for the next cycle and the outcomes of any review are recorded in a single appraisal report.

17. How it works