Derbyshire
County Council
Children and Younger
Adults Department
Teacher Appraisal and
the Link to Pay
The Governing Body’s Role
Teresa Potter – Senior HR
Consultant
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Derbyshire
County Council
Aims of the Session
Children and Younger
Adults Department
 To address the role of the Governing
Body in relation to the performance of
teachers and their pay progression
 To support governors in responding to
reports on perfomance management
outcomes, correlating information
provided to them on the quality of
teaching within the school
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Derbyshire
County Council
Background
Children and Younger
Adults Department
• Teacher Appraisal –aka Performance
Management (PM)
• Regulations revised from September 2012
• Effectiveness of PM added to Ofsted
Inspection Reports
• Sharper focus following changes to teachers’
pay regulations from September 2013
• Pay and PM are 2 of the areas forming the
national dispute of 2 unions with Sec. of State
• Key changes include removal of experience
points, as all pay progress linked to PM
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Derbyshire
County Council
Governing Body
Responsibilities
Children and Younger
Adults Department
 The GB has to agree a policy, monitor
and review
 The GB has to carry out the appraisal
and performance review of the HT
 Advised to delegate to a group of 3- no
staff governors
 GB receives report on the outcomes of
PM, on training provided (CPD) and has
to approve any pay progression
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Derbyshire
County Council
Robust PM is important because:-
Children and Younger
Adults Department
 Effective PM & linked CPD are key levers in
School Improvement
 It provides info for GB in conducting selfevaluation & setting improvement strategies
 Appraisal informs targeted CPD
 Good employers manage staff effectively
through recognition, direction, feedback
 Ofsted will look at correlation between
appraisal outcomes, pay & quality of teaching
data. Increasing expectation of GB
 Teacher Appraisal is statutory in LA schools
 Performance must inform pay awards
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Derbyshire
County Council
Derbyshire Context
Children and Younger
Adults Department
GBs have freedom to adopt
own appraisal policy, but
LA has agreed a model policy
with recognised unions
LA has also agreed a linked
Teachers’ Pay Policy & a
Competence Procedure
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Derbyshire
County Council
Discharge of GB Duties(1)
Children and Younger
Adults Department
1. Checking on effectiveness of Teacher
Appraisal, HT Annual Report, questions: Process- meetings held, CPD delivered?
 Appraisers trained/coached?
 How Teachers’ Standards utilised?
 Sample of Objectives – match SIP aspirations?
 Reflect meeting/exceeding expected progress?
 Anonymous PM outcomes, % objectives met?
 Recommendations for pay progression
 Evaluation/impact of CPD
 Any attributable pupil progress?
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Derbyshire
County Council
Discharge of Duties (2)
Children and Younger
Adults Department
2. Checking the Effectiveness of HT appraisal: GB appoint appropriate External Adviser (EA)
 Delegate to group with relevant skills etc
 Usual to include Chair or Vice
 Training/coaching for PM governors
 Review performance of HT against relevant
objectives, supported by EA
 Make pay recommendation to GB Committee
 Set new objectives, correlate to SIP aspirations
& determine how to report to GB
 Ofsted looking for rigour
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Derbyshire
County Council
Discharge of GB Duties (3)
Children and Younger
Adults Department
3. Adopt a policy for pay progression
linked to performance
 1st year applicable to all, autumn 2014
 Teachers informed September 2013
 Freedom to change pay points, but
 LA model policy, replicates previous
main scale and upper pay range(UPR)
 Pay decisions delegated to c’ttee ,
allows for appeal to a separate c’ttee
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Derbyshire
County Council
Classroom Teachers
Children and Younger
Adults Department
 If not on max, policy provides for 1,
exceptionally 2, points’ progression
 May not apply for UPR until on M6
 Allows accelerated progression for
outstanding performance ( key)
 Teachers could move through main
scale in 3 years
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Derbyshire
County Council
Upper Pay Range
Children and Younger
Adults Department
 Annual deadline for applications
 Required to meet UPR criteria –based
on previous post-threshold standards
 Usually eligible for progress every 2
years
 Pay policy defines ‘substantial &
sustained’ performance required
 Potential for annual progress through
exceptional performance
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Derbyshire
County Council
Leadership Group
Children and Younger
Adults Department
 Award of 1 point on ISR, until max
 Criterion – ‘sustained high quality
leadership’
 Potential for 2 points for exceptional
performance
 Exceeding objectives, evidence- eg
taking school out of SM quickly,
improving attainment/progress
substantially more than other schools
 GB consider HT/team effort?
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Derbyshire
County Council
Discharge of GB Duties (4)
Children and Younger
Adults Department
Correlation between Appraisal outcomes, pay &
quality of T & L
 Ofsted look for strong link between PM
outcomes & salary progression
 GB receives reports on standards & progress
 Identify 3 year trends
 Compare pupil progress overview with
teaching info (subjects/key stages/vulnerable)
 Receive reports on quality of teaching, % in
each category, trends of improvement, links to
CPD delivered?
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Derbyshire
County Council
continued
Children and Younger
Adults Department
 % of objectives met- broken down,
subject, key stage etc?
 No of teachers with successful appraisal
at level of Teachers’ Standards?
 At level of UPR criteria? (no. on max of
range?)
 Rates of successful pay progression?
(+Equality Act categories & part-time)
Individual outcomes are confidential!
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Derbyshire
County Council
Challenge
Children and Younger
Adults Department
1. Objectives mainly met but standards
not improving – are objectives
appropriate? Quality of Appraisers?
2. Standards level, objectives met or not
met – CPD targeted & having impact?
Level/focus of objectives?
3. Standards rising, objectives mainly met
–appraisal probably effective.
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Derbyshire
County Council
Summary
Children and Younger
Adults Department
 Compare/triangulate all info-get advice?
 Are particular categories of teacher
achieving successful appraisal?
 Is CPD focused, evaluated, followed up,
shared, having impact?
 Seek relationship between quality of
teaching info and pupil outcomes
 Any in-school variation addressed?
 Ensure in-year SLT monitoring &
benchmarking, question
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