1. All teachers are responsible for creating and managing their own PDP and gathering evidence – it’s a Professional Standard ALL elements of the PDP are considered when recommending and deciding upon pay progression The Appraiser supports the Appraisee in creating an appropriate Professional Development Plan, to include 3 objectives

2. Outcome for each objective is agreed Look carefully at the strategies and success criteria Ensure that there is clear evidence that can be agreed upon Clear explanation when objective is not met/partially met. Look back at mid- year review – was it anticipated?? Refer to hard facts, figures, concrete evidence

3. Outcome from looking at 1 & 2 helps to determine current placement on 3! The professional skills audit should be completed for where the teacher is at NOW (considering the last 12 months) 1 2 3

4. Examples of where evidence could be taken from: Lesson observations (TPAT and the actual forms) Professional dialogue Looking at results on SISRA/accuracy of projections Looking at teacher planner Marking scrutiny Liaising with other associated colleagues (who can provide evidence) Outstanding or exceeding school expectations Good or in line with school expectations RI / below school expectations

5. Planner shows outstanding examples of student tracking across all classes. Lesson plans are adapted to meet the needs of all students. Access to learning information is actively used and evident in lessons and books. Clear evidence of meaningful ebi responses in books. Excellent B4L of all students noted in lessons. Teacher is aware, in precise detail, of the outcomes of their classes and has reflected upon this. Planner shows regular tracking of students across all classes. Lesson plans are adapted to meet the needs of most students. Access to learning walls are updated regularly but strategies not always seen ‘in action’. Students are given meaningful ebi’s but these are not always acted upon. Teacher has a good overview of the class and their progress. Teacher’s planning falls below ‘good’. Student tracking is minimal and not regularly updated. No evidence that student ability/targets/progress affects planning. Little evidence of access to learning taking place. Very much a one-size-fits-all approach to teaching. + Met -

6. Review of the last 12 months – which number best reflects the last year/current position? A teacher cannot be recommended for pay progression unless they have self-audited at the new point (or higher), with evidence. Both audits must be agreed upon and initialled by appraiser and appraisee. If an agreement cannot be reached, seek urgent support from SH

7. Showing sustained progress, working towards the next band. 2 years minimum teaching experience. Have shown that they have been fully working within the new criteria for at least 1 year. Written letter of application required (it’s across bands) Teacher performance exceeds school expectations and would be deemed exceptional in all areas relating to the teacher standards – written letter of application required. Teacher must have 3-4 years teaching experience and can show that they have been working within the expert teacher criteria for a sustained period of time prior to application. Written letter of application required. Teacher has shown that they have been working at the previous point within the expert teacher band for at least 2 years. They are currently auditing at the next point up. In exceptional circumstances, teachers can apply to progress one point after one year, as opposed to waiting for 2 years. This would need to be accompanied by a letter of application It is expected that a teacher should fulfil the criteria in all 5 professional areas indicated on the audit in order to be eligible for progression to that pay point (eg. all areas should audit at p6 to be recommended for pay progression to p6)

9. Create a new PDP Deadline date Review Suggested window for Appraisers and Appraisees to review 2014-2015 documentation (All staff were emailed on 9/9) 9th Sept – Fri 9th October Fri 9th October (INSET Day) Fri 30th October (Mon 2nd Nov) All teaching staff have training on completing objectives the 2015-2016 PDP (supported by the Appraisers) Final deadline for the completion and submission of the 2014-2015 Review and the new PDP, to include 3 new objectives 9th October – 30 th October (2 nd November) Submit everything Suggested window for teachers to submit their 2014/15 review and 2015/16 PDP. The earlier, the better!