Nearly There!• How does it feel to have almost completed your
induction? Share your rewarding experiences. • Career Pathways• Assessment forms to be completed by 15 July• Would you like to provide feedback to inform
induction programme for new inductees?• Letter from LA and certificate from the National
College of Teaching and Leadership (NCTL)
QTS and Induction Unit (DfE)
• If you need to change your contact details with the NCTL
• Tel: 0300 790 0225• [email protected]
SCHOOLS ADMINISTRATION TEAM
Team Leader
548055
Charlene Cook
HR Assistant
546682
Carole Brightman
HR Assistant
548025
Chris Warren
HR Assistant P/T Mornings ONLY
548029
Helen Taylor
HR Assistant
546287
Kristen Sanders
Team Leader
546279
Helen Davey
Service Manager
547030
Laura DeLoughrey
Schools Recruitment
548052
Schools Advisory Team
Donna Shaw
HR Adviser
548051
Carol Lewis
Assistant HR Adviser
548054
Sharon Dickman
HR Adviser
548190
Sharon Harte-Andrews
HR Team Manager
Schools & Traded Services
548049
Nonie Benson
HR Adviser
547566
Stephen McEldon
HR Adviser
547550
Performance Management• Decisions regarding pay progression will be made with
reference to the teacher’s appraisal reports
• In the case of NQTs, whose appraisal arrangements are different, pay decisions will be made by means of the statutory induction process.
• At the completion of a successful induction year an NQT will progress to the next point of the main pay range in the second year of their teaching employment.
• In subsequent years, assessments of performance will be evidence based and should show,
– An increasing positive impact on pupil progress – An increasing impact on wider outcome for pupils– Improvements in specific elements of practice identified to the
teacher e.g. behaviour management, lesson planning– An increasing contribution to the work of the school– An increasing impact on the effectiveness of staff and colleagues
– To this end appraisal objectives will become more challenging as the teacher progresses up the main pay range.
Teachers Main Scale 01/09/14
1 £21,8042 £23,5283 £25,4204 £27,3765 £29,5336 £31,868
• (Cost of living in September)
The evidence that will be used to inform the assessment of a teacher’s performance against appraisal objectives and the Teachers’ Standards may include
• Pupil progress data• Lesson observations• Lesson planning• Marking scrutiny• Wider contribution to the school• Impact on the effectiveness of colleagues
• Pupil progress data• Lesson observations• Lesson planning• Marking scrutiny• Wider contribution to the school• Impact on the effectiveness of colleagues
To move up the main pay range one point at a time
• to have made good progress towards their objectives • have evidence to demonstrate that they are
competent in all the elements of the Teachers’ Standards
• teaching should be consistently ‘good’ as defined by Ofsted
Any teacher who appears unlikely to meet the Teacher’s Standards and/or their objectives during the appraisal year
•will be identified, given written feedback on the areas for improvement (e.g. written lesson observation) and provided with practical support to reach the necessary standards of performance. •If this intervention proves unsuccessful, taking all of the circumstances into account, the assessor may conclude that no pay progression is appropriate.
If the evidence shows that a teacher has performed exceptionally well, the Pay Committee will consider the use of its discretion to award enhanced pay progression of a further pointFor this to be the case the teacher will have demonstrated that•Teachers’ Standards have been fully and consistently met, •the majority of teaching has been outstanding with the rest good, and •appraisal objectives have been fully met.