Senior and Middle Leader Appraiser Training

Senior and Middle Leader Appraisal Training (1/2 day)

£750.00 Excluding VAT

  • Ensure you have a robust system in place for staff appraisal that links to pay.
  • We provide focused training for appraisers to set objectives and review performance in order to be confident about making pay recommendations.
  • We provide support to ensure all staff understand the new performance pay agenda.
  • We provide support from experts with extensive experience of working with schools on an effective performance appraisal and pay framework.
  • We provide access to the Educate Services appraisal materials as a resource for practical training on setting expectations and robust, action-planned objectives.

 

SKU: SC-APPT-HD Category:

Description

Product Description

Senior and Middle Leader Appraisal Training (1/2 day)

From September 2014, pay progression decisions for all teachers will be dependent upon the teacher’s performance and not simply an annual incremental progression for teachers on the main scale and every two years for those on the upper pay scale. From September 2015 pay progression decisions for leadership posts will also change following the introduction of new arrangements for September 2014.

Consequently, the role of appraisers is of critical importance when setting performance objectives and monitoring and reviewing performance against which decisions on pay progression for a teacher will be based.

To supplement our very successful Performance Related Pay training courses delivered in conference centres and also locally to school network events, we are able to offer local events for individual schools to support senior and middle leaders in schools to develop effective appraisal practice to develop a teacher’s performance and support robust pay decisions.

It is clear that Ofsted now has a clear focus on links between teacher performance and pay and the outcomes for children. We are able to share our experiences nationally to support schools develop robust systems of appraisal through timely action-planned appraisal objective setting and assessment of teacher performance.

Schools are now at different stages of development with their arrangements for making performance relate pay decisions for September 2014.

Our individual school or school network events for senior and middle leader appraisers are designed to ensure that:

• Senior leaders in school understand the context and importance of getting this right and agree school expectation of performance
• Enable appraisers to be confident about:
– Setting robust, action planned appraisal objectives.
– Auditing performance against agreed school expectations of performance.
– Agreeing what evidence, monitoring and review arrangements are appropriate.
– Making pay recommendations within the context of the annual appraisal statement.
• If necessary ensure that all staff are aware of the context and wider implications.
• Understanding the role of Ofsted and that of Governors.

Individual School or Network Events

We are able to tailor these events to meet individual or school network needs. This may include one or all of the following elements:

Senior Team Briefings to cover:

• An overview of the Performance Related Pay Agenda both for classroom teachers and the new arrangements for school leaders.
• Consideration of how the school has developed its expectations of performance for staff within and across pay scales.
• Consideration of how to set action-planned appraisal objectives by reference to our AESOPP materials.
• How the school may develop its practice to audit performance against expectations of teaching over time, the classroom teachers’ standards and where relevant wider leadership standards.

Staff briefings to cover:

• A general overview of the Performance Related Pay agenda as above.
• An opportunity to consider teacher / leadership standards and whole school expectations of performance.
• Consideration of objective setting against school expectation of performance and career progression.

Appraiser training to cover:

• An overview of the Performance Related Pay Agenda both for classroom teachers and the new arrangements for school leaders.
• Consideration of how the school has developed its expectations of performance for staff within and across pay scales.
• How to use an to audit performance against the classroom teachers’ standards and teaching over time and where relevant wider leadership standards to monitor performance and set robust performance appraisal targets.
• Exploration of evidence and procedures using our AESOPP appraisal materials.
• Practical examples of robust action-planned and time-focused objectives and an opportunity to develop practical worked school specific examples.
• Understanding the role of Governors.

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