Management Information Sheet

This information sheet is to help clarify issues that have arisen around:

	What to do when a teacher leaves during the cycle
	What to do when a teacher wishes to be considered for threshold
	What to expect of teachers on the upper pay scale.

What to do when a teacher leaves during the cycle
The Regulations require that the process is completed by 31 October for teachers and 31 December for headteachers, in respect of the preceding year. However, the reason for these two dates is, in the case of teachers, that for some staff their targets may be based on public examination results that will not be known until mid/late August. In the case of headteachers their targets could include the successful performance management of staff which may be completed by 31 October but whose appeals may go beyond that date. If no assessment was made, any member of staff who left a school, for example, to take up another post would, effectively, be disenfranchised and the new school could not be in a position that justified making a judgement about progression. Put simply, it would be unfair to the individual and not in the spirit of any reward system.

Given that the performance management year is related to the previous academic year, evidenced by the requirement for any uplift in salary to be paid from 1 September, it follows that if someone completes the academic year, there should be a performance management review undertaken and if required an assessment against UPS standards. Similarly, if someone joined a school in mid-November, they would expect a performance management process to be completed for the year up to 31 August even though they had not been there for the whole year. Expectations of performance should be reduced pro-rata to reflect the incomplete year.

For more on this refer to the RIG Guidance, paragraphs 6.3 - 6.5. Also the Regulations, paragraph 20(8).

What to do when a teacher wishes to be considered for threshold

	Reviewers should familiarise themselves with the post-threshold standards, and
	Discuss the post-threshold standards with any teacher on M4/M5/M6 who indicates a wish to be considered for threshold, and
	Set objectives, including appropriate performance criteria which incorporate the post-threshold standards, and
	Ensure that the objectives will, on review, provide evidence to show whether the post-threshold standards have been achieved.

In order to be eligible to be assessed against the post-threshold standards, a teacher must:

	be statutorily employed under the Document, and
	be paid on point M6 of the pay scale for qualified classroom teachers, and
	have Qualified Teacher Status.

Only one request may be made in any round.

School Teachers' Pay and Conditions Document 2010, paragraph 52
"Eligible teachers subject to the Education (School Teacher Performance Management) (England) Regulations 2006, who apply in Round 11 and were first placed on M6 in the school year 2010/11 or any previous school year, can make an application in the period 1 September 2010 to 31 October 2011 as long as they are on M6 at the date of their application. If successful, they will be paid with effect from 1 September 2010 or 1 September 2011 as provided for in this Document as the case may be. A recommended model document of application will be available in due course through the DfE's website at www.education.gov.uk."

What to expect of teachers on the upper pay scale

Progression on the upper pay scale should be based on two successful consecutive performance management reviews, other than under exceptional circumstances.

A successful performance review as prescribed by the Regulations involves a performance management process of:

	performance objectives
	classroom observation
	other evidence.

To ensure that the achievements and contribution have been substantial and sustained, that performance review will need to assess that the teacher has:

	continued to meet post-threshold standards, and
	grown professionally by developing their teaching expertise post-threshold.

U3 teachers play a critical role in the life of the school. They provide a role model for teaching and learning, make a distinctive contribution to the raising of pupil standards and contribute effectively to the work of the wider team. They take advantage of appropriate opportunities for professional development and use the outcomes effectively to improve pupils' learning.

School Teachers' Pay and Conditions Document 2010, paragraph 12
"The framework of standards is progressive, reflecting the progression expected of teachers as their professional attributes, knowledge and understanding and skills develop and they demonstrate increasing effectiveness in their roles. Post-threshold teachers are able to act as role models for teaching and learning, make a distinctive contribution to raising standards across the school, continue to develop their expertise post-threshold and provide regular coaching and mentoring to less experienced teachers. "

In conclusion, recognising performance is also about sharing success and best practice, highlighting how good performance helps the school as a whole. It is important to ensure that there is an ongoing professional dialogue throughout the year, including calling an interim meeting if there are concerns or issues that have arisen, and, therefore, that there should be no surprises at the review meeting.

If you have a query or need more information, please contact Peter Simmonds on 07795 265669, peter.simmonds@norfolk.gov.uk, or Virginia Wakely on 01603 638092, virginia.wakely@norfolk.gov.uk, or your school's HR Consultant.