Head Teachers’ Appraisal and Pay 2014

Pete GaskinJulie Chow

Structure

Governor’s responsibilitiesPay and appraisal policiesWhat’s new for 2014?Effective assessment of performancePay decisionsAppeals and monitoring

Whole school responsibilities

Develop, consult and adopt a pay policy

Develop, consult and adopt a teachers’ appraisal policy

Moderate and agree pay determinations

Hear appeals Monitor the implementation and

effectiveness of the policies

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

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?

Governors’ responsibilities for head teachers

To determine the head teacher pay range (HTPR)

To set performance objectives To undertake performance appraisal To decide on head teacher pay

progression

What’s new in 2014?

Performance related pay decisions for classroom teachers

No differentials between values of TLR1 and TLR2 payments

Abolition of Chartered London Teacher scheme

New head teacher standards being drafted

Leadership pay changes

No pay points ‘Reference points’ available for 2014 3 stage approach Performance related progression Flexibility on appointment Leadership allowances incorporated in

to pay range, except for: Genuinely temporary payments Relocation and residential payments

The 3 stage approach

Determine the group Set an indicative range

Context Complexity Challenge

Decide the individual range

MODERATION

Appraisal cycle

Measuring performance

Targets: Not met? Met? Exceeded? Are there common areas of

concern? Any patterns or trends emerging? What would trigger a conversation

about poor performance?

Pay recommendation

Need to know: Pay range and structure Scope for progression Criteria for progression Documentation and evidence to use Time constraints

What would you award?

Appeals and monitoring

Appeal procedure set out in pay policy

Informal and formal stages Appeal panel decision is final Monitor who is eligible for and

awarded pay progression, who appeals and the outcomes

Budget ahead for pay progression

Resources and support

Model Teachers’ Appraisal Policy Model Whole School Pay Policy Collective consultation by HR Local consultation guidance HR and Link Inspector teams Hands on support with appeals

Teachers’ Appraisal Policy

Appraisal period Appraisers Relevant standards Means of assessment Career stage expectations Observation protocol Planning and review paperwork

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

Questions?