Nearly There!• How does it feel to have almost completed your

induction? Share your rewarding experiences. • Career Pathways• Assessment forms to be completed by 15 July• Would you like to provide feedback to inform

induction programme for new inductees?• Letter from LA and certificate from the National

College of Teaching and Leadership (NCTL)

QTS and Induction Unit (DfE)

• If you need to change your contact details with the NCTL

• Tel: 0300 790 0225• qts.enquiries@eductaion.gsi.gov.uk

SCHOOLS ADMINISTRATION TEAM

Team Leader

548055

Charlene Cook

HR Assistant

546682

Carole Brightman

HR Assistant

548025

Chris Warren

HR Assistant P/T Mornings ONLY

548029

Helen Taylor

HR Assistant

546287

Kristen Sanders

Team Leader

546279

Helen Davey

Service Manager

547030

Laura DeLoughrey

Schools Recruitment

548052

Schools Advisory Team

Donna Shaw

HR Adviser

548051

Carol Lewis

Assistant HR Adviser

548054

Sharon Dickman

HR Adviser

548190

Sharon Harte-Andrews

HR Team Manager

Schools & Traded Services

548049

Nonie Benson

HR Adviser

547566

Stephen McEldon

HR Adviser

547550

Performance Management• Decisions regarding pay progression will be made with

reference to the teacher’s appraisal reports

• In the case of NQTs, whose appraisal arrangements are different, pay decisions will be made by means of the statutory induction process.

• At the completion of a successful induction year an NQT will progress to the next point of the main pay range in the second year of their teaching employment.

• In subsequent years, assessments of performance will be evidence based and should show,

– An increasing positive impact on pupil progress – An increasing impact on wider outcome for pupils– Improvements in specific elements of practice identified to the

teacher e.g. behaviour management, lesson planning– An increasing contribution to the work of the school– An increasing impact on the effectiveness of staff and colleagues

– To this end appraisal objectives will become more challenging as the teacher progresses up the main pay range.

Teachers Main Scale 01/09/14

1 £21,8042 £23,5283 £25,4204 £27,3765 £29,5336 £31,868

• (Cost of living in September)

The evidence that will be used to inform the assessment of a teacher’s performance against appraisal objectives and the Teachers’ Standards may include

• Pupil progress data• Lesson observations• Lesson planning• Marking scrutiny• Wider contribution to the school• Impact on the effectiveness of colleagues

• Pupil progress data• Lesson observations• Lesson planning• Marking scrutiny• Wider contribution to the school• Impact on the effectiveness of colleagues

To move up the main pay range one point at a time

• to have made good progress towards their objectives • have evidence to demonstrate that they are

competent in all the elements of the Teachers’ Standards

• teaching should be consistently ‘good’ as defined by Ofsted

Any teacher who appears unlikely to meet the Teacher’s Standards and/or their objectives during the appraisal year

•will be identified, given written feedback on the areas for improvement (e.g. written lesson observation) and provided with practical support to reach the necessary standards of performance. •If this intervention proves unsuccessful, taking all of the circumstances into account, the assessor may conclude that no pay progression is appropriate.

If the evidence shows that a teacher has performed exceptionally well, the Pay Committee will consider the use of its discretion to award enhanced pay progression of a further pointFor this to be the case the teacher will have demonstrated that•Teachers’ Standards have been fully and consistently met, •the majority of teaching has been outstanding with the rest good, and •appraisal objectives have been fully met.