HeadteacherPerformance Review and Pay Review 2012

Alan JennerSenior Adviser, Workforce

Development and Head of Governor Services

Intended Outcomes

Governors will have:• a greater knowledge of the new arrangements

for headteacher appraisal

• A better understand of how the new arrangements will impact on the judgement for Leadership and management

• an opportunity to raise issues, share solutions and plan to take action

Performance Management:

What will stay the same …….• Requirement to have a written policy• Link between performance and pay• Link between appraisal and professional

development• Process contributes to school improvement and

pupil progress• Written assessment recording the outcomes

Performance Management:

What will change ………

The government will not be managing from the centre:

• the processes involved in establishing the policy and the timescales associated with it

• who reviews performance• the detail of the meetings, the arrangements for the

observations; what should be recorded and how • the arrangements for appeals, how written assessments

should be used and how to report to governors• In addition the ‘3 hour’ rule will be removed

• Establish the school’s appraisal policy, monitor the operation and outcomes of appraisal arrangements, and review the policy every year

• Agree for 2/3 governors to review the head teacher’s performance on an annual basis

• Appoint an external adviser to advise appointed governors on the head teacher’s performance

Roles & Responsibilitiesof the Governing Bodies

Source: TDA Performance Management Briefing and Planning event

• Retain a copy of the head teacher’s appraisal statement (normally the Chair)

• Where the head teacher makes such a request, to action requests for evidence from the performance management process if the head teacher transfers mid-cycle

• Ensure the content of the head teacher’s appraisal statement is drafted having regard to the need to be able to achieve a satisfactory work life balance

• Undertake action in relation to appeals in line with the school’s policy

Roles & Responsibilitiesof the Governing Bodies (???)

Source: TDA Performance Management Briefing and Planning event

Performance review

Determining the right salary range

To determine the headteacher’s salary range…

• First– Work out the school’s group size

• Secondly– Look up the group salary range

• Thirdly– Consider and decide on the Individual School

Range (ISR)– Take into account the recruitment situation

Working out the school’s group size

1. Work out the total unit score, based on pupil numbers in each key stage

2. Use the total unit score to find the school’s group size

Step 1: Total Unit Score

Key stage Units per pupil

EYFS 7

1 7

2 7

3 9

4 11

5 (VI form) 13

WorksheetA B C D

Key stageNumber of

pupilsUnits per

pupilUnit score

(B x C)

EYFS 7

1 7

2 7

3 9

4 11

5 (VI form) 13

Total

Look the group sizeTotal Unit Score School group

Up to 1,000 1

1,001 to 2,200 2

2,201 to 3,500 3

3,501 to 5,000 4

5,001 to 7,500 5

7,501 to 11,000 6

11,001 to 17,000 7

17,001 and over 8

Group sizes in special schools

• In special schools, the calculations are modified

• The calculations are too complicated for this course, but the full instructions are included in the School Teachers Pay and Conditions Document

School Group Size and Pay Ranges (2012)

GroupRange of spine

pointsInner London Salary Range

1 L6 – L18 49,466 – 64,036

2 L8 – L21 51.611 – 68,375

3 L11 – L24 55,104 – 73.049

4 L14 – L27 58,700 – 78,072

5 L18 – L31 64,036 – 85,384

6 L21 – L35 68,375 – 93,451

7 L24 – L39 73,049 – 102,296

8 L28 – L43 79,835 – 112,181

The school’s ISR

• Headteachers must be paid on an Individual School Range, or ISR

• The ISR must be set by the relevant body• The ISR must have SEVEN CONSECUTIVE

POINTS• The ISR is an issue for governors to decide

WITHIN THE GROUP• Remember, what you pay the head teacher

should be fair. It should not be over-generous!

Rules about setting an ISR

• The ISR should not normally exceed the top of the group range

• The headteacher’s salary must be paid in line with the ISR. It is not possible to pay more than the ISR – or less

• The ISR for the headteacher must be set at least one point higher than the ISR for a deputy headteacher or the equivalent salary of the highest-paid classroom teacher.

Flexibility over ISR

• A school may fix its Individual School Range (ISR) above the Group Range if:– The school is a school causing concern– The governing body considers the school

would have substantial difficulty in filling a vacant headteacher post

– There is evidence that the school would have difficulty retaining the current headteacher

– The headteacher is head of more than one school

How much more?

• If one of the four conditions above is met:

– The total sum of payments made to a headteacher in any school year must not exceed 25 per cent of the amount that corresponds to that headteacher’s point on the leadership group pay spine

What about a Group 7 or 8 school?

• If any of the three conditions applies, governors could determine an extended ISR (pay scale) above the maximum for Group 8– Any locally agreed ISR must consist of seven points

• An uplift of between 5% and 20% would be in line with the guidance for smaller schools– (moving to an ISR appropriate to a school within one or two

groups above the appropriate range for the school in question)

• If the ISR is raised above the maximum for Group 8, governors must decide on the value of each point on the new scale– It is expected that the gaps between the points would be

identical

Determining the headteacher’s salary on appointment• On appointment the headteacher must be

assigned to one of the bottom four points on the ISR

• It is unlawful to place the headteacher on point five, six or seven

Pay review

• There must not be any movement up the pay spine unless:– there has been sustained, high quality performance,

having regard to the most recent appraisal or review

• The headteacher’s pay may not be increased by more than two points in any one year– If the ISR is raised for any reason, any salary award

should be calculated on the basis of the previous ISR before the headteacher is assimilated into the new ISR

Planning and Review Meeting

Recommended good practice is that at the planning meeting the appraiser and appraisee will:

• seek to agree the objectives, the observation (if appropriate) and any other evidence;

• Agree on the success criteria for each of these objectives against which the totality of the teacher’s performance will be assessed at the end of the cycle

• Become familiar with the National Standards in readiness for 2013

The Process

• Objectives – how many?

• Lesson observation

• Other evidence

• Leadership Standards

COFFEE BREAK!

Case studies

• The headteacher of a Group 4 school has been in post for twelve years and is paid at the top of the ISR. The school does reasonably well on all performance measures but has more-or-less static results. The governors think the head teacher deserves a pay rise, particularly since he is coming up for retirement. What are their options?

• The school has had static results at about the national average for four years. This year, they shot up. Should the performance review committee recommend a pay rise for the head teacher?

More case studies

• The headteacher took up her appointment two years ago and was appointed at point four of the school’s ISR. Since that time the school has been bumping along the bottom of the performance tables and there has been little improvement in results. The headteacher has been making representations about her salary, which she says is lower than most of her colleagues. What should the governors do?

• The headteacher is at the top of his scale (ISR). The school is doing well and the headteacher is keen to get a pay rise. He tells you he has been approached by another school asking him to apply for the headship. He tells you the governing body is offering at least £20,000 per year more than he is currently earning. What should governors do?

Recording decisions• The headteacher’s annual appraisal statement should ALWAYS

make a pay recommendation– The recommendation should be:

• to offer pay progression of one (or possibly two) points • not to offer pay progression because performance has not been sustained

and of high quality• that there is no available pay progression because the headteacher has

reached the top of the ISR– The external adviser could be asked to record the decision on the

Appraisal Statement– The external adviser should not be involved in the decision-making on

pay• All pay decisions, and the reasons for them should be minuted

formally• The minutes of the pay committee should be signed as an accurate

record• Any decisions not correctly minuted and explained could be held to

be illegal and not binding

Discussion of any Discussion of any pay recommendation pay recommendation

by by governing bodygoverning body

Pay review by Pay review by Pay CommitteePay Committee

Pay recommendation from Pay recommendation from Performance Review Committee Performance Review Committee (either to offer progression, or not)(either to offer progression, or not)

Performance review Performance review and new target settingand new target setting

Pay adjustment Pay adjustment (IF agreed)(IF agreed)

•Agree ISR

•Appoint Headteacher

•Set targets

Record all decisions, and the reasons for them. Sign all minutes. Store them Record all decisions, and the reasons for them. Sign all minutes. Store them safely in case they are ever required by an auditorsafely in case they are ever required by an auditor

The new Ofsted Framework (Sept 2012)

• Quality of leadership judgement includes the robustness of performance management …….including the extent to which the school takes account of the Teachers’ Standards

i. The robustness of procedures for monitoring teaching and learning

ii. Strong link between appraisal and salary progression

iii. Coherence and effectiveness of the professional development programme

iv.How well best practice is identified and modelled

New Framework: Subsidiary Guidance

Inspectors should:• Ask the headteacher about the proportion of

teaching staff that has passed through to the upper pay spine

• Compare this with the overall quality of teaching

• Find out whether there is a correlation between the two

Guidance for Inspectors: GovernanceInspectors will consider whether governors are:• Carrying out statutory duties• Working strategically• Challenging and supporting equally• Aware of pay progression decisions• Performance managing the headteacher• Failing to perform well and contributing to

weaknesses in leadership and management• Involved in Pupil Premium decisions

In Summary ……….

• Must be done by end of December each year • Pre-meeting with the external adviser for

headteacher • Pre-meeting with external adviser for governors • An in-the-round evaluation of the previous year’s

work, based on the discussions with external adviser and then with the headteacher

• A judgement on the degree to which last year’s objectives were met

……….continued

• Set new objectives, making sure they are written in such as way as they will be measurable at the next annual review

• Ensure training needs are recorded and actioned • Consider a mid-year interim meeting to consider

progress against objectives • Make a pay recommendation and RECORD IT ON THE

FORM.  Governors must do this themselves since the external adviser should not get involved with pay recommendations

• The external adviser CAN advise on technicalities of pay scales and ISRs. 

Storing confidential minutes and review statements• Minutes should be stored securely

• Consider a locked filing cabinet in school– Consider lodging the key with the Chair of

Governors with a spare held by the school’s Human Resources provider or other reliable and ongoing outside organisation

– Make sure the governing body has a formal minute showing the arrangement…

Useful websites

• School Teachers’ Pay and Conditions Document (STPCD) 2012

– This is long and dull, but outlines the statutory position on pay

– http://www.dfe/search/results?q=schoolteachers+pay+and+conditions+document

Useful websites

• Appraisal and Capability• http://www.dfe/aboutdfe/statutory/g00213138/

teacher-appraisal-and-capability

• Schools must have an appraisal policy for teachers and a policy, covering all staff, which deals with lack of capability.

• The guidance:• provides a model policy for schools set out in two parts:

I. covers appraisal; and

II. covers capability. 

• gives a limited amount of advice on using the policy.