Headteacher Appraisal Performance Related Pay

Headteacher Career DevelopmentPresenter:

Cathie Aldis Senior Improvement Adviser -

Leadership

Headteacher AppraisalKey messages from NCTLBest practice HT appraisal panel 3 governorsAnnual Cycle School Development Plan

External Adviser Robust measurable targets Ongoing monitoring

Data / evidence HT report to governors In year progress of pupils Statutory outcomes

2014 Teachers Pay } new minimum / and Conditions document } maximum range

Headteacher Performance Related Pay

Executive Headship Salary calculation formula now set

Headteacher’s salaries still need to be kept within the School Range

Headteacher Appraisal

MESSAGES

MESSAGES

Headteacher’s responsibility to give governor panel clear written evidence against targets

Headteacher salary increases must be in line with school’s pay policy

Reasons for the salary increase must be transparent and given in writing

Targets must be robust, linked to school priorities and challenging

Underperformance needs to be picked up quickly

Key Messages

Headteacher Career DevelopmentHeadteacher needs to be ‘lead learner’Headteacher’s must provide the evidence in line with teachers for a) pupil progress b) pupil premium c) closing the gapNo automatic pay progression for Headteachers, evaluation of pupil progress determines pay

Key Messages

Discussion with well informed External Adviser Kent Association of Heads / NCTL Career development remains vital Headteachers need to visit outstanding schools in

and beyond Kent with clear success criteria for school improvement

The Ofsted Key issues need to be addressed rapidlyDiscuss concerns with key partners – monitor

regularly

Key Messages

Governor Training

Headteacher Appraisal

Data and benchmarking

Governor Monitoring

Bespoke training (cost)

Content

• Background• Teacher Appraisal – Summary of key

issues and changes• Teacher Capability – Summary of key

issues and changes• Professional Teachers’ Standards• Proposed 2013 School Teachers’ Pay• Questions

Background

2012 - New legislation from the DFE on> Appraisal> Capability

• > Professional Standards for Teachers

• 2013 – Proposed new School• Teachers Pay and• Conditions 2013

New DFE Model PolicyAppraisal and Capability

• Changes became effective from 1st September 2012

• New DFE Model Policy combines Appraisal and Capability into one document and links the process

• More flexible about processes• Now clear evidence based performance related

pay

The Sutton Trust

• Effects of high quality teaching significant for pupils from disadvantaged backgrounds

• Over 1 school year pupils gain 1.5 years’ worth of learning with very effective teachers compared to 0.5years with poorly performing teachers

• The difference between good to outstanding teaching and poor teaching is a whole year’s learning

Appraisal

Appraisal (similarities)

• Requirement to establish a policy for annual appraisal of teachers (not support staff as yet)

• Policy ensures that objectives are set annually for each teacher and that these are linked to the school improvement plan

• Much of the process remains similar• Objectives setting is still by “agreement” but if no

agreement, the Appraiser decides• Professional development needs are identified

and means to deliver these are integral to the process

Appraisal (changes)

• Governing Bodies will have more flexibility to determine appraisal policy for their school

• More flexibility about who Appraisers are and time scales for the process

• No guidance on the number or type of objectives• Requirement to appoint an external Adviser for

the Headteacher appraisal• New Professional Standards are part of the

benchmarking for objective setting, to be applied at all career stages (NB no new Headteacher Standards)

Appraisal (changes)

• Professional Standards are applied according to the experience and role of the Appraisee

• A robust written report on the outcomes of the previous year is produced by the Appraiser and signed with comments by the Appraisee (sharper process)

• Recommendations on pay are directly linked to Appraisal

• Removal of the three hour time limit for classroom observations – observations to be carried out in a “supportive style”

Capability

Capability (changes)

• Policy now linked in one overall Appraisal document

• DFE Model policy only applies to teachers• New model policy not statutory, but based on

ASAC Code of Disciplinary and Grievance• The basic structure of the old and new policies is

the same with one or two key alterations• > There is no informal stage to the new

procedure – instead this falls within the Appraisal Policy

Capability (changes)

• New structure has a suggested monitoring and review period following the first warning, reduced from 8 -20 weeks to 4 – 10 weeks

• “Recycling” of underperforming teachers• Proposed that employers be required to share

with a prospective employer if the teacher has been the subject of capability procedures in the last two years

• Consultation

Procedure for dismissing teachers under new capability procedures

Final warning followed by monitoring & review

Decision meeting

Formal capability meeting

1st warning followed by monitoring & review period

Formal review meeting

Final warning followed by further monitoring and review period

Decision meeting

+ =+

Note: The timings given above are illustrative only and are offered as minimum periods, which will be appropriate only in straightforward cases. Schools will need to tailor the length of their monitoring and review periods to suit individual circumstances.

5 days notice

4 weeks minimum

4 weeks minimum

9 weeks

Teacher Standards

Teachers Standards

• Introduction of new ‘Teacher Standards’ and ‘Master Teacher Standards’ which entirely replaces all existing standards for:

• > trainee teachers, NQTs• > main grade teachers, UPS• > Excellent teachers and ASTs• Teachers Standards are confirmed• Master Teacher Standards – proposal stage• Master teacher Standards is not pay related and

teachers can apply to go through at any time

Preparing for these changes

• Ratification of Appraisal and Capability policies• Ensuring all staff receive robust written end of

year Appraisal Statements• Next steps• For 2013 / 2014 – agree new Pay• and Appraisal Policy with criteria for• pay progression

Contact:

Cathie AldisSenior Improvement Adviser - Leadership

Oxford RoadMaidstone

KentME15 8AW

Tel: 01622 203800