Headteacher Appraisal Performance Related Pay Headteacher Career Development

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

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

Headteacher Appraisal Ø 2014 Teachers Pay and Conditions document } new minimum / } maximum range Headteacher Performance Related Pay Ø Executive Headship Salary calculation formula now set Ø Headteacher’s salaries still need to be kept within the School Range MESSAGES

Key Messages MESSAGES ü Headteacher’s responsibility to give governor panel clear written evidence against targets ü Headteacher salary increases must be in line with school’s pay policy ü Reasons for the salary increase must be transparent and given in writing ü Targets must be robust, linked to school priorities and challenging Underperformance needs to be picked up quickly

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

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

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 Policy Appraisal and Capability • Changes became effective from 1 st 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. 5 years 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 Formal capability meeting 5 days notice 1 st warning followed by monitoring & review period + 4 weeks minimum Decision meeting Final warning followed by further monitoring and review period Formal review meeting + 4 weeks minimum 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. 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 Aldis Senior Improvement Adviser - Leadership Oxford Road Maidstone Kent ME 15 8 AW Tel: 01622 203800