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Aims of the Session

Teacher Appraisal and the Link to Pay The Governing Body’s Role Teresa Potter – Senior HR Consultant. Aims of the Session. To address the role of the Governing Body in relation to the performance of teachers and their pay progression

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Aims of the Session

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  1. Teacher Appraisal and the Link to PayThe Governing Body’s RoleTeresa Potter – Senior HR Consultant

  2. Aims of the Session • To address the role of the Governing Body in relation to the performance of teachers and their pay progression • To support governors in responding to reports on perfomance management outcomes, correlating information provided to them on the quality of teaching within the school

  3. Background • Teacher Appraisal –aka Performance Management (PM) • Regulations revised from September 2012 • Effectiveness of PM added to Ofsted Inspection Reports • Sharper focus following changes to teachers’ pay regulations from September 2013 • Pay and PM are 2 of the areas forming the national dispute of 2 unions with Sec. of State • Key changes include removal of experience points, as all pay progress linked to PM

  4. Governing Body Responsibilities • The GB has to agree a policy, monitor and review • The GB has to carry out the appraisal and performance review of the HT • Advised to delegate to a group of 3- no staff governors • GB receives report on the outcomes of PM, on training provided (CPD) and has to approve any pay progression

  5. Robust PM is important because:- • Effective PM & linked CPD are key levers in School Improvement • It provides info for GB in conducting self-evaluation & setting improvement strategies • Appraisal informs targeted CPD • Good employers manage staff effectively through recognition, direction, feedback • Ofsted will look at correlation between appraisal outcomes, pay & quality of teaching data. Increasing expectation of GB • Teacher Appraisal is statutory in LA schools • Performance must inform pay awards

  6. Derbyshire Context • GBs have freedom to adopt own appraisal policy, but • LA has agreed a model policy with recognised unions • LA has also agreed a linked Teachers’ Pay Policy & a Competence Procedure

  7. Discharge of GB Duties(1) • Checking on effectiveness of Teacher Appraisal, HT Annual Report, questions:- • Process- meetings held, CPD delivered? • Appraisers trained/coached? • How Teachers’ Standards utilised? • Sample of Objectives – match SIP aspirations? • Reflect meeting/exceeding expected progress? • Anonymous PM outcomes, % objectives met? • Recommendations for pay progression • Evaluation/impact of CPD • Any attributable pupil progress?

  8. Discharge of Duties (2) 2. Checking the Effectiveness of HT appraisal:- • GB appoint appropriate External Adviser (EA) • Delegate to group with relevant skills etc • Usual to include Chair or Vice • Training/coaching for PM governors • Review performance of HT against relevant objectives, supported by EA • Make pay recommendation to GB Committee • Set new objectives, correlate to SIP aspirations & determine how to report to GB • Ofsted looking for rigour

  9. Discharge of GB Duties (3) 3. Adopt a policy for pay progression linked to performance • 1st year applicable to all, autumn 2014 • Teachers informed September 2013 • Freedom to change pay points, but • LA model policy, replicates previous main scale and upper pay range(UPR) • Pay decisions delegated to c’ttee , allows for appeal to a separate c’ttee

  10. Classroom Teachers • If not on max, policy provides for 1, exceptionally 2, points’ progression • May not apply for UPR until on M6 • Allows accelerated progression for outstanding performance ( key) • Teachers could move through main scale in 3 years

  11. Upper Pay Range • Annual deadline for applications • Required to meet UPR criteria –based on previous post-threshold standards • Usually eligible for progress every 2 years • Pay policy defines ‘substantial & sustained’ performance required • Potential for annual progress through exceptional performance

  12. Leadership Group • Award of 1 point on ISR, until max • Criterion – ‘sustained high quality leadership’ • Potential for 2 points for exceptional performance • Exceeding objectives, evidence- eg taking school out of SM quickly, improving attainment/progress substantially more than other schools • GB consider HT/team effort?

  13. Discharge of GB Duties (4) Correlation between Appraisal outcomes, pay & quality of T & L • Ofsted look for strong link between PM outcomes & salary progression • GB receives reports on standards & progress • Identify 3 year trends • Compare pupil progress overview with teaching info (subjects/key stages/vulnerable) • Receive reports on quality of teaching, % in each category, trends of improvement, links to CPD delivered?

  14. continued • % of objectives met- broken down, subject, key stage etc? • No of teachers with successful appraisal at level of Teachers’ Standards? • At level of UPR criteria? (no. on max of range?) • Rates of successful pay progression? (+Equality Act categories & part-time) Individual outcomes are confidential!

  15. Challenge • Objectives mainly met but standards not improving – are objectives appropriate? Quality of Appraisers? • Standards level, objectives met or not met – CPD targeted & having impact? Level/focus of objectives? • Standards rising, objectives mainly met –appraisal probably effective.

  16. Summary • Compare/triangulate all info-get advice? • Are particular categories of teacher achieving successful appraisal? • Is CPD focused, evaluated, followed up, shared, having impact? • Seek relationship between quality of teaching info and pupil outcomes • Any in-school variation addressed? • Ensure in-year SLT monitoring & benchmarking, question

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