16 September, 2014
The revised pay progression arrangements came into force on the 1st September 2013 and now one year on, many schools will have made their first decisions regarding this.
This seems a good time for Schools to reflect upon the past year, how the changes have been made and how they have been received by staff. Perhaps this is a good time to take stock and ensure all of your appraisers are sufficiently trained to assist them in dealing with any potential issues or conflicts arising from the performance assessments. Lessons can be learned from any issues which have arisen over the past 12 months, particularly in relation to the setting of targets, the systems implemented to assess teachers and any common themes raised by teachers.
In our experience, the last 12 months has seen an increase in the advice that we are providing in relation to both appraisal and capability processes. One assumes this is because any potential performance issues are being picked up at a much earlier stage than previously. It is important to ensure that the balance is right in order to maintain good relationships with teachers based on understanding, consistency and clarity as to what is to be achieved on behalf of the School. This in addition to allowing teachers to aspire to and achieve their personal objectives.
If you require advice or assistance in relation to these issues or would like to discuss the provision of training please do not hesitate to contact Ruth Rule-Mullen on 01772 220195 or at Ruth Rule-Mullen