Transcript Governor Training Appraisal and Capability KCC Corporate

Headteacher Appraisal
Performance Related Pay
Headteacher Career Development
Presenter:
Cathie Aldis Senior
Improvement Adviser Leadership
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
Headteacher Appraisal
 2014 Teachers Pay
and Conditions document
} new minimum /
} 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
Key Messages
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
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 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
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
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
1st warning followed
by monitoring &
review period
Formal
capability
meeting
5 days
notice
+
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
ME15 8AW
Tel: 01622 203800