effective teachers’ appraisal and preparing for pay changes 2014 pete gaskin julie chow paula shaw
TRANSCRIPT
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Effective Teachers’ Appraisal and Preparing for Pay Changes 2014
Pete GaskinJulie ChowPaula Shaw
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Structure
Effective assessment of performance Case studies Pay recommendations Appeals Monitoring and reporting Pay and conditions changes 2014 Working with the new policies
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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
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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
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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?
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MODERATION
Appraisal cycle
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Top tips
Develop career stage expectations Personalise objectives Be reasonable Be supportive Link to school improvement
priorities
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The review
Range of evidence Assessment against the Standards Achievements against objectives Overall judgement Pay recommendation
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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
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Pay recommendation
Need to know: Pay range Scope for progression Criteria for progression Documentation and evidence to use Time constraints
What would you award?
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Poor performance
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Poor performance (2)
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Appeals
Appeal procedure set out in pay policy
Deadlines Informal and formal stages Appeal panel decision final
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Monitoring and reporting
Statutory requirement Model report now available Potential v actual outcomes Trends analysis:
By group, priority or subject Over time
Interventions
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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
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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
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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
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Teachers’ Appraisal Policy
Appraisal period Appraisers Relevant Standards Means of assessment Career Stage Expectations Observation Protocol Planning and Review Papers
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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
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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
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Questions?