Effective Teachers’ Appraisal and Preparing for Pay Changes 2014

Pete GaskinJulie ChowPaula Shaw

Structure

Effective assessment of performance Case studies Pay recommendations Appeals Monitoring and reporting Pay and conditions changes 2014 Working with the new policies

What are Ofsted thinking?

“Inspectors should consider the use of performance management and effectiveness of strategies for improving teaching, including the extent to which the school takes account of the Teacher Standards…”

Ofsted Handbook, January 2014

What are Ofsted thinking?

“The Ofsted Subsidiary Guidance suggests that inspectors should look for information about the patterns of progression through the different salary scales and compare this with the overall quality of teaching to determine whether there is a correlation, and if there is none, to find out why.” Department for Education, August 2013

What did Ofsted look for?

Links between whole school priorities, performance and pay progression

Clear references to the Teaching Standards Clear reporting to governors showing trends

over 3 years If evidence shows teachers’ practice was

less than good: Support provided Impact

What are schools doing to move good teachers to outstanding?

MODERATION

Appraisal cycle

Top tips

Develop career stage expectations Personalise objectives Be reasonable Be supportive Link to school improvement

priorities

The review

Range of evidence Assessment against the Standards Achievements against objectives Overall judgement Pay recommendation

Measuring performance

Are targets: Not met? Met? Exceeded?

Are there common areas of concern?

Any patterns or trends emerging? What would trigger a conversation

about poor performance

Pay recommendation

Need to know: Pay range Scope for progression Criteria for progression Documentation and evidence to use Time constraints

What would you award?

Poor performance

Poor performance (2)

Appeals

Appeal procedure set out in pay policy

Deadlines Informal and formal stages Appeal panel decision final

Monitoring and reporting

Statutory requirement Model report now available Potential v actual outcomes Trends analysis:

By group, priority or subject Over time

Interventions

Changes for 2014

Draft School Teachers’ Pay and Conditions Document 2014 out now

Leadership pay changes: No pay points ‘Reference points’ available for 2014 3 step approach Performance related progression Flexibility on appointment

Changes for 2014 (2)

Leadership allowances incorporated in to pay range, except for: Genuinely temporary payments Relocation and residential payments

No differentials between values of TLR1 and TLR2 payments

Abolition of Chartered London Teacher scheme

Revised Head Teacher standards

Resources and support

Model Teachers’ Appraisal Policy Model Whole School Pay Policy Collective consultation by HR Local consultation guidance HR and School Improvement teams Hands on support with appeals

Teachers’ Appraisal Policy

Appraisal period Appraisers Relevant Standards Means of assessment Career Stage Expectations Observation Protocol Planning and Review Papers

Whole School Pay Policy

Responsibilities Pay ranges: ‘points’ or something

else Pay on appointment Process for progression Upper Pay Range application

process Structure, including allowances

Actions for Schools

Update, consult and adopt the Teachers’ Appraisal Policy

Update, consult and adopt the Whole School Pay Policy

Communicate the policies to staff Facilitate training Monitor and report on the

implementation of the policies Budget for pay decisions from 2014

Questions?