Nearly There!

1. 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)

2. 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

3. SCHOOLS ADMINISTRATION TEAM Helen Davey Service Manager 547030 Team Leader 548055 Kristen Sanders Team Leader 546279 Carole Brightman HR Assistant 548025 Charlene Cook HR Assistant 546682 Chris Warren HR Assistant P/T Mornings ONLY 548029 Helen Taylor HR Assistant 546287 Laura DeLoughrey Schools Recruitment 548052

4. Schools Advisory Team Sharon Harte-Andrews HR Team Manager Schools & Traded Services 548049 Donna Shaw HR Adviser 548051 Sharon Dickman HR Adviser 548190 Stephen McEldon HR Adviser 547550 Nonie Benson HR Adviser 547566 Carol Lewis Assistant HR Adviser 548054

5. 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.

6. 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

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

8. Teachers Main Scale 01/09/14 1 £21,804 2 £23,528 3 £25,420 4 £27,376 5 £29,533 6 £31,868 • (Cost of living in September)

9. 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

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

11. 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

12. 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.

13. 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 point For 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.