job description for each role held by the an increasing impact on wider outcomes for pupils; teacher; the Teachers’ Standards and for improvements in specific elements of practice identified in the appraisal process teachers on the Upper Pay Range the to the teacher; Threshold Standards (Appendix 3); an increasing contribution to the work of relevant OFSTED grade descriptors; the School; the expectations of each role held by the an increasing impact on the effectiveness of teacher given the teacher’s length of time in colleagues and staff; the profession; and increasingly good behaviour management; any career progression benchmarks in our and Teacher Appraisal policy increasingly positive use of assessment for Our appraisal process will include an learning and differentiation appropriate mechanism to ensure that performance objectives and pay Standard progression recommendations are moderated and that A teacher will only progress one point on assessments of performance are fair and the Main Pay Range if all of the following consistent. conditions are met in relation to the appraisal cycle: Each School shall ensure that those making pay recommendations and decisions are the teacher has fully met all the Teachers’ trained or experienced in such matters and Standards; have sufficient time to undertake the process. the teacher has substantially or significantly met all objectives set for the appraisal We shall budget on the basis that all staff will progress one increment. the teacher has brought about expected levels of pupil progress as set out in the THE MAIN PAY RANGE teacher’s performance objectives; The Main Pay is set out at the teacher has delivered teaching is at Appendix 1. least consistently good or better in the light MAIN PAY RANGE PROGRESSION of all evidence; and Evidential expectation the teacher has not been issued with a As a teacher progresses through the Main formal disciplinary or capability warning Pay Range their objectives will naturally during the year. become more challenging and judgements will need to be based on secure evidence of A teacher who has not met all of these conditions will not be entitled increasing quality of teaching and learning; to an incremental pay award on the Main Pay Range. an increasingly positive impact on student progress;
job description for each role held by the teacher; the Teachers’ Standards and for teachers on the Upper Pay Range the Standards (Appendix 3); relevant OFSTED grade descriptors; the expectations of each role held by the teacher given the teacher’s length of time in the profession; and any career progression benchmarks in our Teacher Appraisal policy Our appraisal process will include an appropriate mechanism to ensure that performance objectives and pay recommendations are moderated and that assessments of performance are fair and consistent. Each School shall ensure that those making pay recommendations and decisions are trained or experienced in such matters and have sufficient time to undertake the process. We shall budget on the basis that all staff will progress one increment. THE MAIN PAY RANGE The Main Pay is set out at Appendix 1. MAIN PAY RANGE PROGRESSION Evidential expectation As a teacher progresses through the Main Pay Range their objectives will naturally become more challenging and judgements will need to be based on secure evidence of increasing quality of teaching and learning; an increasingly positive impact on student progress; an increasing impact on wider outcomes for pupils; improvements in specific elements of practice identified in the appraisal process to the teacher; an increasing contribution to the work of the School; an increasing impact on the effectiveness of colleagues and staff; increasingly good behaviour management; and increasingly positive use of assessment for learning and differentiation Standard progression A teacher will only progress one point on the Main Pay Range if all of the following conditions are met in relation to the appraisal cycle: the teacher has fully met all the Teachers’ Standards; the teacher has substantially or significantly met all objectives set for the appraisal the teacher has brought about expected levels of pupil progress as set out in the teacher’s performance objectives; the teacher has delivered teaching is at least consistently good or better in the light of all evidence; and the teacher has not been issued with a formal disciplinary or capability warning during the year. A teacher who has not met all of these conditions will not be entitled to an incremental pay award on the Main Pay Range. Threshold