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Managing Teachers' Appraisal and Pay Progression

Managing Teachers’ Appraisal and Pay Progression

Aimed at:

Headteachers, other senior staff responsible for appraising teachers’ performance and school governors.

Duration: Half day

Harmer Consultancy – David James and Stuart Waters

David James has over 30 years’ experience working across Children’s Services at local and national levels. From a teaching background, David was the Head of Educational Personnel Services in the Shropshire LA for twelve years before joining the General Teaching Council in 2000, where he was the Head of Professional Regulation.


Stuart Waters had nearly 30 years’ experience as a Schools’ HR Officer with Shropshire Council up until 2012. CIPD qualified, he provided a highly valued service to LA maintained schools, academies and sixth form colleges in all the key areas of HR management including Head Teacher Induction, Safer Recruitment in Education (Accredited Trainer), Pay Determination and Reviews, Managing Child Protection Allegations, Performance Management, Staff Reductions and Pensions.


The School Teachers’ Appraisal Regulations 2012 overhauled the arrangements for teacher appraisal requiring performance to be assessed in the context of new Teachers’ Standards as well as specific objectives. The School Teachers’ Pay and Conditions Document 2013 built on this, requiring all pay progression to be performance related and providing schools with increased flexibility over pay decisions.  The current Ofsted inspection regime considers the extent to which schools have robust arrangements for performance management and exercising pay discretions.


A further development in 2014 saw the introduction of the National Standards of Excellence for Headteachers which can be used to inform the appraisal process and support a Headteacher’s professional development.


This course will cover the statutory framework for teachers’ appraisal and pay progression and will enable you to review your arrangements ensuring that:

•           Your arrangements for Headteacher and teacher appraisal meet Ofsted expectations

  • Compliance with The Teachers’ Standards 2012 is built into your systems

    •           You have a sound approach to identifying and supporting teachers requiring improvement

    •           Your pay policy establishes the basis on which performance related pay decisions will be made

    •           Pay progression recommendations are firmly grounded in evidence and fair

    •           A correlation between pay progression decisions and judgements on school performance can be demonstrated through the school’s recording and monitoring processes

    •           There is an understanding of an appropriate and effective use of the National Standards of Excellence for Headteachers

    •           Governors have a clear and useable system on which to make defensible decisions which will bear scrutiny at appeal.


    Delegate Price:   £50 including refreshments






28th Sept 2015




To book places, please contact Jeanette Gillott at St Peter’s Learning Centre on 
01939-232292 or email