Performance management

No data targets in your performance management!

It is a teacher’s performance management objective not the children’s. There are too many factors outside a teacher’s performance to account for. Refuse to sign if the school insist on a data target.

Also, members should have objectives not targets. Darts have a target – Hit or miss. Pass or fail. Paid or not. Golf has objectives – how many shots are ‘ideal’. Objective efforts are acknowledged through the success criteria.

Members should have input towards their objectives.  Here are some examples:

  • Make better use of ICT in the classroom so as to demonstrably develop pupils’ skills in using technology to enhance their learning
  • Develop and implement a strategy/strategies to improve pupils’ extended writing skills.
  • Consider how pupil groupings in your classroom can improve pupils’ speaking and listening skills, implement any necessary changes and assess their impact.
  • Develop strategies to increase opportunities for reading for pleasure to improve reading skills for your pupils and begin to assess their impact.
  • Undertake research including, including observing other colleagues and in other schools, to assess how media texts can improve understanding of how the media works and produce a report setting out recommendations.
  • Undertake relevant CPD to develop further the positive behaviour of learners.
  • Work with the SENCO to develop distinctive teaching approaches to support those pupils with English as an additional language.

The PM cycle should look like this (please see your policy)….

Autumn term

• All objectives to be finalised. If agreement cannot be reached, they are set by the appraiser.

• Performance is monitored as set out in the school’s appraisal policy (such as through observation and ongoing professional dialogue between the relevant parties).

Spring term 

• Performance is monitored as set out in the school’s appraisal policy (such as through observation and ongoing professional dialogue between the relevant parties).

  • Interim meetings to highlight progress of Performance management and pupils within objectives

 Summer term 

• Performance is monitored as set out in the school’s appraisal policy (such as through observation and ongoing professional dialogue between the relevant parties).

  • Staff should be made aware of possibility of not passing PM objectives

Summer/autumn term

  • At the end of the appraisal year, teachers receive an appraisal report which includes (amongst other things) an assessment against their objectives and the relevant standards and a recommendation on pay. 

• Headteachers need to ensure moderation of initial recommendations with a view to putting individual pay progression recommendations to governing body for agreement and so as to account to them overall for the effective operation of links between pay and performance.

• Review and update pay and appraisal policies as necessary in the light of experience.

• Governing body to determine what provision should be made in the school’s budget for discretionary pay awards and progression.

• Appraisal objectives are set for the next appraisal period.

The bold objective details that when a teacher has passed, the pay after the cycle (Oct 31st) is when they get paid their increment and usually the back pay to Sept although that may differ from school to school.

It is expected that teachers pass and receive their increment. If they do not, then refer back to the italic details. They should have been given support and guidance through the appraisal policy if they looked like they were going to not meet their objectives. If they were not supported, then there is the strong possibility of an appeal.

Get in touch with slyonsnut@gmail.com if you are being refused an increment