1. Effective Teachers’ Appraisal and Preparing for Pay Changes 2014 Pete Gaskin Julie Chow Paula Shaw

2. Structure  Effective assessment of performance  Case studies  Pay recommendations  Appeals  Monitoring and reporting  Pay and conditions changes 2014  Working with the new policies

3. What are Ofsted thinking? “Inspectors should consider the use of performance management and effectiveness of strategies for improving teaching, including the extent to which the school takes account of the Teacher Standards…” Ofsted Handbook, January 2014

4. What are Ofsted thinking? “The Ofsted Subsidiary Guidance suggests that inspectors should look for information about the patterns of progression through the different salary scales and compare this with the overall quality of teaching to determine whether there is a correlation, and if there is none, to find out why.” Department for Education, August 2013

5. What did Ofsted look for?  Links between whole school priorities, performance and pay progression  Clear references to the Teaching Standards  Clear reporting to governors showing trends over 3 years  If evidence shows teachers’ practice was less than good: Support provided Impact  What are schools doing to move good teachers to outstanding?

6. MODERATION Appraisal cycle

7. Top tips  Develop career stage expectations  Personalise objectives  Be reasonable  Be supportive  Link to school improvement priorities

8. The review  Range of evidence  Assessment against the Standards  Achievements against objectives  Overall judgement  Pay recommendation

9. Measuring performance  Are targets: Not met? Met? Exceeded?  Are there common areas of concern?  Any patterns or trends emerging?  What would trigger a conversation about poor performance

10. Pay recommendation  Need to know: Pay range Scope for progression Criteria for progression Documentation and evidence to use Time constraints  What would you award?

11. Poor performance

12. Poor performance (2)

13. Appeals  Appeal procedure set out in pay policy  Deadlines  Informal and formal stages  Appeal panel decision final

14. Monitoring and reporting  Statutory requirement  Model report now available  Potential v actual outcomes  Trends analysis: By group, priority or subject Over time  Interventions

15. Changes for 2014  Draft School Teachers’ Pay and Conditions Document 2014 out now  Leadership pay changes: No pay points ‘Reference points’ available for 2014 3 step approach Performance related progression Flexibility on appointment

16. Changes for 2014 (2)  Leadership allowances incorporated in to pay range, except for: Genuinely temporary payments Relocation and residential payments  No differentials between values of TLR1 and TLR2 payments  Abolition of Chartered London Teacher scheme  Revised Head Teacher standards

17. Resources and support  Model Teachers’ Appraisal Policy  Model Whole School Pay Policy  Collective consultation by HR  Local consultation guidance  HR and School Improvement teams  Hands on support with appeals

18. Teachers’ Appraisal Policy  Appraisal period  Appraisers  Relevant Standards  Means of assessment  Career Stage Expectations  Observation Protocol  Planning and Review Papers

19. Whole School Pay Policy  Responsibilities  Pay ranges: ‘points’ or something else  Pay on appointment  Process for progression  Upper Pay Range application process  Structure, including allowances

20. Actions for Schools  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 and report on the implementation of the policies  Budget for pay decisions from 2014

21. Questions?