1. Presenter: Cathie Aldis Senior Improvement Adviser - Leadership
Headteacher Appraisal Performance Related Pay Headteacher Career Development
Presenter:
Cathie Aldis Senior Improvement Adviser - Leadership

2. Headteacher Appraisal
Key messages from NCTL
Best practice HT appraisal panel 3 governors
Annual Cycle School Development Plan
External Adviser
Robust measurable targets
Ongoing monitoring
Data / evidence HT report to governors
In year progress of pupils
Statutory outcomes

3. Headteacher Appraisal
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
MESSAGES

4. MESSAGES
Key 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

5. Key Messages Headteacher Career Development
Headteacher 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 gap
No automatic pay progression for Headteachers, evaluation of pupil progress determines pay

6. Discuss concerns with key partners – monitor regularly
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 rapidly
Discuss concerns with key partners – monitor regularly

7. Governor Training
Headteacher Appraisal Data and benchmarking Governor Monitoring Bespoke training (cost)

12. 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

13. Background 2012 - New legislation from the DFE on > Appraisal
> Capability
> Professional Standards for Teachers
2013 – Proposed new School
Teachers Pay and
Conditions 2013

14. New DFE Model Policy Appraisal 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

15. 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

16. Appraisal

17. 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

18. 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)

19. 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”

20. Capability

21. 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

22. Capability (changes)
New structure has a suggested monitoring and review period following the first warning, reduced from 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

23. Procedure for dismissing teachers under new capability procedures
Final warning followed by monitoring & review
Decision meeting
Final warning followed by further monitoring and review period
Formal capability meeting
1st warning followed by monitoring & review period
Formal review meeting
Decision meeting
5 days
notice
4 weeks
minimum
4 weeks
minimum
9 weeks + + =
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.

24. Teacher Standards

25. 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

26. 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

27. Senior Improvement Adviser - Leadership
Contact:
Cathie Aldis
Senior Improvement Adviser - Leadership
Oxford Road
Maidstone
Kent
ME15 8AW
Tel: