Accepted professional Established professional Senior and leading professional Over a sustained period: Consistently good teaching Consistently good teaching and and developing regularly outstanding teaching Consistently good teaching and outstanding professional and professional practice increasingly outstanding practice professional practice Will create, develop and lead Will regularly support activities Will lead activities activities Over a sustained period, many Some pupils will exceed Most pupils will meet pupils will exceed expected expected levels of good expected levels of make levels of good progress progress good Will take an enthusiastic and progress/achievement Will take an enthusiastic and proactive role within the school proactive roles in school Will take an enthusiastic and with wider stakeholders and proactive role in the Performance Management Challenging Performance school objectives met each year Management objectives met Performance Management Will demonstrate and model each year objectives met each year good practice for other Will coach and mentor staff to members of staff and contribute Demonstrate and model excellence and/or lead on the to policy and practice which has good practice within own development of policy and improved teaching and learning classes for other members practice which will improve across the school of staff teaching and learning across the Contribute to the professional school Contribute to the development of colleagues professional development Contribute to the professional across the school through of colleagues through development of colleagues coaching and mentoring, coaching and mentoring, across the school through demonstrating effective practice demonstrating effective coaching and mentoring, and providing advice and practice and providing demonstrating effective practice, feedback enabling teachers to advice and feedback and providing advice and improve their teaching practice. especially with those new feedback; moving teachers to to the profession Evaluate and develop the Good or Outstanding teaching planning and delivery of the Evaluate and develop the Evaluate and develop the curriculum across the school, planning and delivery of planning and delivery of the taking the lead on schemes of the curriculum by curriculum across the school; work and developing resources contributing to schemes of taking the lead on schemes of work and developing work and developing resources, resources including cross-curricular themes APPENDIX 4 - APPEALS PROCEDURE Introduction As part of the overall appraisal process, a pay recommendation is made by the appraiser (normally the line manager) and discussed with the employee at their review meeting prior to being submitted to the Pay Committee or relevant decision maker. school’s At this particular stage of the pay determination process, if the employee wishes to better understand the rationale for the pay recommendation or bring any further evidence to the attention of the appraiser/reviewer, they should be given the opportunity to do so before the final
Accepted professional Established professional Senior and leading professional Consistently good teaching and developing outstanding professional practice Will regularly support activities Most pupils will meet expected levels of make good progress/achievement Will take an enthusiastic and proactive role in the school Performance Management objectives met each year Demonstrate and model good practice within own classes for other members of staff Contribute to the professional development of colleagues through coaching and mentoring, demonstrating effective practice and providing advice and feedback especially with those new to the profession Evaluate and develop the planning and delivery of the curriculum by contributing to schemes of work and developing resources Over a sustained period: Consistently good teaching and increasingly outstanding professional practice Will lead activities Some pupils will exceed expected levels of good progress Will take an enthusiastic and proactive roles in school Performance Management objectives met each year Will demonstrate and model good practice for other members of staff and contribute to policy and practice which has improved teaching and learning across the school Contribute to the professional development of colleagues across the school through coaching and mentoring, demonstrating effective practice and providing advice and feedback enabling teachers to improve their teaching practice. Evaluate and develop the planning and delivery of the curriculum across the school, taking the lead on schemes of work and developing resources Consistently good teaching and regularly outstanding teaching and professional practice Will create, develop and lead activities Over a sustained period, many pupils will exceed expected levels of good progress Will take an enthusiastic and proactive role within the school and with wider stakeholders Challenging Performance Management objectives met each year Will coach and mentor staff to excellence and/or lead on the development of policy and practice which will improve teaching and learning across the school Contribute to the professional development of colleagues across the school through coaching and mentoring, demonstrating effective practice, and providing advice and feedback; moving teachers to Good or Outstanding teaching Evaluate and develop the planning and delivery of the curriculum across the school; taking the lead on schemes of work and developing resources, including cross-curricular themes APPENDIX 4 - APPEALS PROCEDURE Introduction As part of the overall appraisal process, a pay recommendation is made by the appraiser (normally the line manager) and discussed with the employee at their review meeting prior to being submitted to the school’s Pay Committee or relevant decision maker. At this particular stage of the pay determination process, if the employee wishes to better understand the rationale for the pay recommendation or bring any further evidence to the attention of the appraiser/reviewer, they should be given the opportunity to do so before the final
Preparing%20for%20the%202015-16%20Pay%20Policy%20V2.docx