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Site Updated: Friday 6th November 2009
The ETC Training Brochure can now be downloaded from the Events page.
New SEF related Job Descriptions:
| • | Learning Support Assistant |
| • | Cover Supervisor |
| • | Post-Induction Teacher |
| • | Headteacher |
Job Descripton for PA to Headteacher [NEW]
Sample Performance Review Statement pro forma
Planning Statement – Latest Version
Successful Schools, Successful Teachers ('The Wiring Diagram') - New Version
Planning Statement/Objective for Headteachers
PM Guidance Notes for Reviewees and Reviewers
Professional Standards for Teachers
www.tda.gov.uk/standards
National Standards for School Leadership
www.ncsl.org.uk
Children's Workforce Development Council
www.cwdcouncil.org.uk
National College for School Leadership
www.ncsl.org.uk
The DCSF
Standards Site
www.standards.dfes.gov.uk
Performance
Management Guidance
www.teachernet.gov.uk
Threshold
2008-09 Application Forms/Guidance
www.teachernet.gov.uk
School
Teacher Pay and Conditions 2009 and STRB Report
www.teachernet.gov.uk
Pay Scales
www.teachernet.gov.uk
National
Occupational Standards for Supporting Teaching and Learning
www.tda.gov.uk
Local Government Employers (SSSNB)
www.lge.gov.uk
Department for International Development
www.dfid.gov.uk
Voluntary Service Overseas
www.vso.org.uk
Most significant is the guidance that assessment against the post-threshold
teacher standards is determined solely on the basis of the evidence contained in the Performance Management Review statements.
For Post Threshold teachers, page 162 clarifies the Application of Upper Pay Scale Progression Criteria - Progression on UPS should be based on two successful consecutive performance management reviews.
Paragraph 159 guides Governing bodies to take full account of this clarification when determining sustained and substantial contribution and that details of evidence required should be set out in the pay policy.
Why is this so important?
It makes the threshold assessment more even more critical. The decision in effect means that a candidate for the threshold not only meets the P standards but also has the potential to fulfil UPS criteria on page 162.
More detailed extracts from STPD can be downloaded here.
The new requirements for the school self-evaluation form focus on pupil attainment and achievement, quality of provision and leadership and management.
If you have not undertaken a full review of your performance management system this Autumn would be a good time to do so. Our experience suggests that the process can take a full academic year. The ETC suggested process and timelines are:
Updated ETC documents can be downloaded from the Performance Management Page.
| • | The wiring diagram |
| • | Job descriptions |
| • | Objectives |
| • | Planning statements |
| • | PM policy and guidance |
Many schools adopted a cycle running from October through to October because when the regulations came into force schools had a deadline of 31st October. This date was set because it was the latest date for the pay committee to make pay determination decisions. As a consequence schools often find themselves engaged in performance management during one of the busiest times of the year and can find themselves finalising the objectives and actions as late as November. ETC has been working with a number of schools on setting the cycle from July to August with with the final statement signed off during the first week of the school year. This also ensures that staff leaving in the summer leave with completed PM documentation to take to their new school.
Your staffing structure is crucial to the effectiveness of PM. Revision of policy, practice and procedures will be a waste of time and effort unless the underlying values and attitudes that drive reviewers behaviour are addressed as well. These behaviours are wedded to the structure. So for any change in PM to be fully effective it needs to be underpinned by a staffing structure that can deliver it. It may be time to create a structure that mirrors the core process of the school the learners, the teachers and the leaders. If you would like to find out more on the work we have undertaken please contact Ian Draper or Jean Hemsley.
The School Support Staff Negotiating Body (SSSNB) came in to being on 1st October.
The SSSNB will be responsible for setting up and implementing a framework for negotiations on the pay and conditions of service for school support staff in maintained schools. This almost certainly will lead to changes in the conditions and pay for support staff in schools and will, in turn, lead to changes in performance management procedures and job descriptions that incorporate the relevant national occupational standards.
Click here to view the latest information from SSSNB.
The latest version of the ETC Performance Management Policy is written for both teaching and support staff (a copy can be downloaded from the policy section on the Performance Management page). In addition to the work of the SSSNB, National Occupational Standards for Support Staff have been written (See 'Priority Links' [left] for links to the NOS for Classroom and Teaching Assistants) and ETC has produced job descriptions for all support staff that link the competencies from the Standards with the priorities of the School Improvement Plan. These provide the basis for an effective performance management model for support staff. Exemplar job descriptions can be downloaded from the Performance Management page.
This is becoming an increasing problem as higher standards are continually being set and performance which might once have been satisfactory is no longer meeting the needs of the school or the children.
A water-tight PM process is an essential pre-requsite to successfully handling underperformance.
This will require:
| • | An up to date, competence based, standards related job description |
| • | Two objectives with clear and unequivocal outcome statements |
| • | Regular recorded monitoring and feedback on performance |
| • | Required evidence enshrined within the performance management statement |
| • | Performance management criteria set derived from the job description competencies. |
ETC is working with many schools setting up systems and procedures to handle underperformance among both teachers and leaders. Please contact us for more information on this consultancy.
A discussion paper on handling UPS3 underperformance can be found on the Performance Management page in the Performance Pay section.
From 1 September 2009 (Round 10) teachers will be assessed against the post-threshold standards based solely on the outcomes of their last two performance management reviews.
Whilst this is not new information it may be a surprise for some schools and their reviewers. It is clear that objectives set this autumn for teachers on M4, M5 and M6 must be fit for the purpose of threshold assessment in 2009 and beyond. To do this agreed performance criteria will need to reflect and encompass the threshold standards.
Teachers moving into their M6 year on 1st September 2009 have until 31st October 2010 to apply for assessment and be paid from 1st September 2010.
Revised guidance for teachers and headteachers and a model application form are now available for Round 9 of the Performance Threshold. For more information visit the 'Pay and Performance' area of TeacherNet.
A summary of the changes and their implications can be downloaded here.
ETC’s new programme of training events for 2009-10 can now be downloaded as a single document from the Events page.
If you have a query relating to any of the subjects covered on this website, please e-mail jean.hemsley@ethicaltraining.com and we will respond to you as soon as possible.
If you would like to discuss how we might work with you or how you might work with us, you can find our contact details here.
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