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

Assessment of performance

When assessing a teacher’s performance, schools should consider, amongst other things, impact on pupil progress and contribution to improvements in other areas using self-assessment, lesson observation and the views of other teachers and of parents and pupils.

It is up to each school to decide how best to implement new pay arrangements but the link should be made clear.

Key changes to the previous arrangements. 


  • 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.

Under-performance can occur for a variety of reasons, therefore the individual circumstances underlying any performance issues must be taken into account.  The length of the review period must be reasonable and appropriate to the circumstances of each case and there must be a sufficient time period to allow improvement to take place.

Schools must ensure that teachers are informed of the standards against which their performance will be assessed. This can include any relevant professional standards as well as the Teachers’ Standards 2012. Performance must always be assessed against those standards and there should be an assessment of the teachers training and development needs and where relevant a recommendation on pay progression.

For further clarification of this or any other matter relating to employment law in schools or other education establishments, clients should call the specialist Education Team on 0844 892 2810.