Performance Related Pay For Teachers
Following Government plans to scrap the current national salary schemes for teachers, advice and guidelines to assist schools with the upcoming changes to performance related pay. Click here for more information. Key areas for change – School Teachers Review Body (STRB)
- Replacement of increments based on length of service by differentiated progression through the main scale.
- Extension to all teachers of pay progression linked to annual appraisal.
- Abolition of mandatory pay points classroom teachers.
- Retention of a broad national framework, including the higher pay bands for London and fringe areas and an upper pay scale as a career path for experienced teachers who make a wider contribution within a school.
- Replacement of the detailed threshold test for progression from the main to the upper pay scale, with simple criteria based on one set of teacher standards.
- Local flexibility for schools to create posts paying salaries above the upper pay scale.
- More discretion for schools to use allowances for recruitment and retention and freedom to pay fixed-term responsibility allowances of up to £2,500 a year for time-limited projects.
- Reinforcement of the responsibility of head teachers to manage staff and resources and of governing bodies to hold school leaders to account for managing and rewarding the performance of teachers in the interests of pupils
- A written appraisal policy is required and teachers are entitled to receive a written report following each appraisal;
- Very clear objectives should be in place;
- Teachers’ performance must be assessed annually against the relevant standards (Teaching Standards)
- The three hour limit on classroom observations has been removed to enable greater flexibility;
- There is no informal stage in the capability procedure;
- The suggested length of the monitoring and review period following a first warning has been reduced from 20 weeks to 4-10 weeks.