Introducing Performance-Related Pay from September 2013 Staff and Governor Briefing Educate School Services Ltd The Kensington Centre 66 Hammersmith Road London W14 8UD

New National Standards In May 2010 the Government set out its ambition to reform teachers’ pay and conditions in the Coalition Agreement: We will reform the existing rigid national pay and conditions rules to give schools greater freedoms to pay good teachers more and deal with poor performance © Head Support Ltd 20132

What’s Happened Already Dealing With Underperformance “satisfactory” teaching no longer exists It now “requires improvement” – and Ofsted is checking what is being done to improve it Every answer to the question “what aspect of teaching requires improvement?” is a national standard that teacher needs some help with through appraisal © Head Support Ltd 20133

New Appraisal Regulations The head teacher must, before or as soon as practicable after the start of each appraisal period Inform the teacher of the standards against which the teacher’s performance in that appraisal period will be assessed Set objectives for the teacher in respect of that period 2012 Appraisal Regulations Para 3 © Head Support Ltd 20134

New Focus in Ofsted Reports The setting of targets for teachers has not focused on making sure that there is good teaching throughout the school The setting of targets for teachers has not had enough impact on improving teaching and learning, partly because targets are not matched closely enough to the current Teachers Standards.... © Head Support Ltd 20135

How Ofsted Inspects Appraisal Inspectors should consider the robustness of performance management and the effectiveness of strategies for improving teaching, including the extent to which the school takes account of the Teachers’ Standards. This is demonstrated through The robustness of procedures for monitoring the quality of teaching and learning and the extent to which underperformance is tackled © Head Support Ltd 20136

How Ofsted Inspects Pay Decisions Inspectors regularly ask to see the appraisal objectives of any teachers on the Upper Pay Spine whose teaching is not somewhere between good and outstanding They occasionally ask governors why they have allowed the pay of underperforming UPS teachers to progress They recently asked governors in one school why they had given the head teacher a pay rise when the GCSE results had deteriorated. © Head Support Ltd 20137

How Ofsted Reports On Pay The professional development of teachers is focused extremely well on approaches to improving students’ learning and achievement and leads to better teaching. There is a good correlation between the quality of teaching in the school and the proportion of teachers who have progressed to the upper pay spine © Head Support Ltd

What’s Happening Now From September 2014, there will be no such thing as an automatic pay rise – for any teacher whether on the main, upper or leadership pay spines All pay decisions need to be related to appraisal outcomes and performance against the national standards © Head Support Ltd 20139

What’s Happening Now Teachers on the main spine can apply at any time to go through the threshold There is no requirement on schools to match teachers’ existing salaries when they join the school Schools can establish Leading Practitioner posts paid more than UPS posts if they wish © Head Support Ltd

Implications for Governors Governors will need to agree a new Pay Policy explaining how they plan to deal with the new powers they have This Pay Policy needs to be adopted before appraisal objectives are set Most importantly of all, it needs to explain the criteria that will be used to decide whether teachers are working at the level of skill required for pay progression – and for their existing post. © Head Support Ltd

Implications for Governors Because different schools will want to do different things, governors will need to undertake a consultation process with teachers and trades union We recommend allowing 10 working days for consultation on the draft policy – followed by a further 5 working days if changes are made as a result Governors need to think carefully with the External Adviser about setting the head teacher’s appraisal objectives – as inspectors are starting to ask to see these as well. © Head Support Ltd

Ofsted Framework Inspectors should consider how well governors Use performance management systems, including the performance management of the headteacher, to improve teaching, leadership and management © Head Support Ltd

What Needs to Happen – Our Advice Discussions between governors, senior leaders and staff should seek to clarify the best way forward in terms of The pay points the school will use The skills level descriptors that will apply to each pay point Arrangements for accelerating and withholding pay progression © Head Support Ltd

What Needs to Happen – Our Advice Arrangements for dealing with applications to be placed on the Upper Pay Scale Dealing with the new flexibilities with regard to recruitment and retention payments, the use of temporary TLR payments and the establishment of Leading Practitioner Posts Handling appeals © Head Support Ltd

What Needs to Happen – Our Advice We have found no appetite round the country for an immediate more away from the 9 pay points (M1-6 and UPS 1-3) currently in use We are, however, suggesting that these points be grouped into 3 pay bands of 3 points each – as set out in the next slide Several local authorities are planning to adopt this approach in developing their own pay policies © Head Support Ltd