Head teacher Performance Management

A briefing for Governing Bodies 2012

Martin Lawrence - Leadership and Governance Team

Session Objectives

• The governing body’s strategic role in managing teacher performance in schools including head teacher appraisal

• Why it is important for your school• The 2012 Appraisal Regulations• The key players and when they are involved

Objectives continued

• Preparing for the HT Appraisal meeting• Data available to support governors• Reviewing overall performance• The Teachers’ Standards and their application in

Head teacher Appraisal• Setting objectives• Monitoring and Interim Reviews

Head teacher appraisal is

• The formal annual assessment of the overall performance of the head teacher, in the context of their job description, objectives set, against the Teachers’ Standards, pay progression criteria and their professional development needs

The statutory duties of the governing body: your school’s

appraisal policy• Adopt a document that sets out the appraisal

process for teachers• Make that document available to teachers• Determine the appraisal period that applies to

teachers• Ensure that the head teacher carries out their

duties in respect of appraising other teachers

Governing bodies will also want to:

• Ensure that the appraisal policy is being implemented effectively and fairly

• Ensure that appraisal evidence informs other decisions eg on professional development and pay

• Keep the policy under review and amend it as necessary

Appraisal is a key driver of school improvement ....

• Effective governance is demonstrated by “how well governors use performance management systems, including the performance management of the head teacher, to improve teaching and leadership and management”, impacting upon the quality of outcomes for all pupils

Ofsted September 2012

Head teacher appraisal and the role of the governing body

• Governors ensure clarity of vision, ethos and strategic direction

• Governors contribute to the school’s self-evaluation and understand its strengths and weaknesses

• Governors provide challenge and hold the head teacher to account for improving the quality of teaching, pupils’ achievement, behaviour and safety

Headteacher Performance Management Cycle

Monitoring & Supporting

• Monitoring of performance throughout the cycle

• Provision of agreed support• Evidence collection• Ongoing professional dialogue

Appraisal Review• Overall assessment of Headteacher’s

performance against the performance criteria and the teachers’ standards.

• Assessment of development and training needs of the Headteacher.

• Recommendations for pay progression made for eligible headteachers

Planning• Objectives set• Performance criteria and

evidence required agreed• Timescales set including any

interim reviews

What the 2012 regulations say…

• The governing body of a school must appoint an external adviser for the purposes of providing it with advice and support in relation to the appraisal of the head teacher.• The governing body must consult the external adviser in appraising a head teacher’s performance• The governing body must consult the external adviser in setting objectives for a head teacher

Head teacher appraisal will consist of...

• Formal annual assessment of a head teacher’s performance against the Teachers’ Standards

• Formal annual assessment of a head teacher’s performance against their objectives

The role of the external adviser

• Advise governors on the current performance of the school (including considering the Local Authority Evaluation Report)

• Advise governors on their judgements about the meeting of the objectives from the previous cycle

• Advise governors on the setting of the objectives for the coming cycle

The role of the performance management governors

• Ensure that the delegated group are properly briefed and prepared

• Appoint the external adviser to provide advice and support

• Inform the head teacher of the standards against which they will be assessed in the coming cycle

• Assess the head teacher against the objectives set last year

The role of the PM governors (2)• Assess head teacher overall performance• Consider the head teacher’s professional development

needs• Give the head teacher a written report of their appraisal,

outlining judgements made• Make a recommendation on pay, where relevant, and

include this in the written statement• Set objectives for the head teacher for the coming cycle• Provide the head teacher with a Statement of Objectives• Arrange Monitoring and Interim Reviews

The External Adviser preparing for the HT Appraisal meeting

• Arrange with the lead governor a suitable date and time for the HT appraisal meeting

• Ask for the objectives from the previous cycle and information about interim reviews

• Consult the IER and any other school evidence• Request the head teacher to forward any self-

evaluation evidence

Time-table for the school visit

• Allow at least 30 minutes for the discussion between the head teacher and the external adviser

• Allow at least 30 minutes for the discussion between the governors and the external adviser

• Allow at least 1 hour for the appraisal meeting, covering the review of the head teacher’s overall performance, professional development needs and the setting of objectives for the coming year. NB Drafting time

Preparing for the Appraisal Meeting at the school

• The External Adviser meets with the head teacher to discuss their self-evaluation of their overall performance and against the achievement of objectives set last year. Discuss CPD needs. Discuss the Teachers’ Standards to be assessed and the objectives for the coming cycle. The objectives must contribute to:– Improving the education of pupils at the school– The implementation of any plan of the governing body

designed to improve the school’s educational provision and performance

Preparing for the HT Appraisal Meeting at the school (2)

• The external adviser meets with the representatives of the governing body to clarify judgements about the achievement of the objectives set last year and overall performance, the Teachers’ Standards to be assessed in the coming cycle and help to shape the objectives for the coming cycle. Remind governors about the head teacher’s professional development needs.

• Identify who will chair the head teacher appraisal meeting and who will take notes.

The External Adviser supporting the HT Appraisal meeting

• Assist the conduct of the meeting to be constructive and professional

• Clarify assessment about the objectives set last year and overall performance, using the head teacher’s evidence

• Help to support the governors’ dialogue about the head teacher’s professional development needs

• Clarify the Teacher’s Standards to be assessed next year.• Shape the objectives for the coming year• Offer to draft the Appraisal judgements and the Statement

of Objectives

How do you know how well the school is doing?

The School’s Performance

Raise –on-Line

Inspection Report Benchmarking data

Pupil, parent, staff and other surveys

Schoolself-evaluation, including observations of teaching

and learning

Internal tracking procedures

Value added information

Individual target setting and

education plans

Head teachers report

External quality standards (11P,

Curriculum Awards, Charter Mark etc.)

Non-statutory

test results

Progress onSchool

Development Plan

Statutory Test

Results

The Teacher standards1. Set high expectations which inspire, motivate and challenge pupils2. Promote good progress and outcomes by pupils3. Demonstrate good subject and curriculum knowledge4. Plan and teach well structured lessons5. Adapt teaching to respond to the strengths and needs of all pupils6. Make accurate and productive use of assessment7. Manage behaviour effectively to ensure a good and safe learning environment8. Fulfil wider professional responsibilities

For governors with the help of the external adviser to determine what successful performance against these will look like.

Making a judgement against the teaching standards

Achievement 1 – high expectations 2 - good progress and outcomes

Teaching and learning 3 – curriculum knowledge4 - planning and teaching5- adapt teaching6- productive assessment

Behaviour and Safety 7 – manage behaviour

Leadership and Management 8 – wider responsibilities1 – high expectations

Reviewing performance

• Ask open questions• Be positive and encourage a climate of trust• Allow the head teacher to provide evidence• Consider whether objectives have been achieved• Consider overall performance• Consider the professional needs of the HT• Consider issues of work life balance

Why do we have objectives?

• They focus on the priorities of the school• The objectives promote positive action for school

improvement• They encourage the use of targets and clear

success criteria• They offer identifiable achievements• They offer the opportunity to celebrate

Objectives need to be:

• Specific – without ambiguity• Measurable• Achievable but challenging• Realistic• Time related – use of milestones

Head teacher CPD

• What are the identified development needs?• Are there issues about their work life balance

and well being?• Are there issues about any potential change to

the current model of leadership during the coming cycle?

• Are there any issues concerning succession planning?

Good Luck and ask for help if you need it?

• If you need help?• mlawrence@northamptonshire.gov.uk

• We can help you access an external adviser