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Information about Performance Management and the latest RIGged proposals:

http://stopperformacepay.blogspot.com/2006...r-to-build.html

Postponed for a year – a year to build a campaign to defeat these regulations!

Comments on the new regs for Performance Management

For further information, contact Martin Powell-Davies, Chair, STOPP

martinpd_uk@yahoo.co.uk 07946 445488

Commentary on the Rewards and Incentives Group’s:

Guidance on Teachers’ and Head teachers’ Performance Management (released October 10th2006)

Making us jump through more hoops is apparently to help reduce workload !

1.7 RIG has sought to develop non-bureaucratic, streamlined and multi-purpose arrangements for teachers’ performance management which build on the existing system and reflect partners’ overarching commitment to raising standards and tackling workload.

Yes, line managers will have to do the dirty work for Heads.

4.11 RIG believes that wherever possible the role of reviewer should be delegated to the teacher’s line manager, i.e. the person who directs, manages and has a post of responsibility for the area in which the reviewee mainly works.

Come prepared, after all there’ll be no union rep at a meeting to set targets & pay.

5.4 The planning and review meeting should be a professional dialogue between the reviewer and the reviewee. Reviewees should play an active part in the meeting making sure they put forward their views about their performance and future development. They may find it helpful to … ensure they have copies of any relevant documentation and evidence, and written feedback on classroom observations. In preparing for the next cycle … consider, as a backdrop to the discussions, the standards which apply to their current career stage and those to which they might progress, and, where the reviewee is eligible for pay progression, the relevant criteria for pay progression set out in the STPCD.

Reviewers need to be ready too – forget teamwork, make it rigorous !

5.5 Reviewers will want to be well prepared for the planning and review meeting, and may find it helpful to … check that all documents to which they will refer at the meeting have been shared with the reviewee, to assist their preparation for it. In preparing for the next cycle … ensure they have consulted with relevant third parties with direct professional knowledge of the reviewee, about possible objectives for the next review cycle, performance criteria, evidence, arrangements for collecting it and support to be provided to the teacher.

There is no limit to the number of “challenging” objectives you could be set.

5.8 Reviewers are responsible for ensuring rigour when objectives are set. Objectives should focus on priorities. They should be time bound, challenging but achievable, and reflect the need for a satisfactory work/life balance. A reviewee’s objectives should reflect any relevant team, year or whole school objectives.

There will be three hours of classroom observation for performance management.

5.10 All classroom observation should be undertaken in accordance with the regulations and the school’s protocol for the conduct of classroom observation and the school’s performance management policy ... There should always be a clear rationale and focus for any classroom observation. There should be no observations in addition to those agreed in the planning and review statement except for those described in paragraphs 5.17 and 5.18 below.

5.11 The regulations specify a limit of three hours in any review cycle for classroom observation, but there is no requirement for the whole three hours to be used.

How can observation be “supportive and developmental” when it is linked to pay?

5.14 Classroom observation should be supportive and developmental … The observation record should be sufficient to meet the needs of individuals and the school (i.e. summarising the focus, what was learnt from the observation, the feedback given and any subsequent … follow-up)

It might be more than 3 hours – Heads and Senior Managers can still “drop-in”!

5.16 - 5.18 If concerns arise during the review cycle or the reviewee’s circumstances change … additional classroom observation, where necessary including observation that exceeds three hours within the review cycle, may be agreed ... Classroom observations by Ofsted or by a local authority using its statutory powers of intervention are also not part of performance management ... Heads have a right to drop in to inform their monitoring of the quality of learning. In large schools they may delegate drop in to appropriate members of the leadership group.

Targets and performance will be judged on data. This is “payment-by-results”.

5.19 The other evidence which will be taken into account will normally be in the form of data or written feedback from specific individuals.

The Headteacher can still step in to overrule line managers’ decisions.

5.27 It is anticipated that head teachers will set up procedures for monitoring and moderating the plans for the forthcoming cycle agreed in planning and review statements. As part of this the head teacher may review planning and review statements …and where necessary instruct the reviewer to prepare a new statement prior to it being finalised and retained.

If you don’t agree with your reviewers’ recommendation, tough!

5.41 The reviewer and reviewee should seek to agree an assessment of the overall performance of the reviewee against the performance criteria agreed at the beginning of the cycle. This should include, where the reviewee is eligible, making a recommendation on pay progression, taking into account the pay progression criteria. If the reviewer and reviewee cannot agree, the reviewer’s view will be recorded.

Holding off on the main scale for now but rationing upper pay scale progression?

5.42 There is no change to the arrangements for pay progression. Annual increments continue to apply as set out in the STPCD for classroom teachers on the main scale. Therefore reviewers do not need to make a recommendation in support of an annual increment. The only exception to this is where the reviewer, in accordance with the school’s pay policy, is considering a discretionary additional point (double jumping) where provided for in the STPCD.

5.43 Reviewers will need to make a recommendation where the reviewee is on the pay scale for post threshold teachers, the pay spine for members of the Leadership Group [or that for ASTs].

Postponed for a year – a year to build a campaign to defeat these regulations!

7.1 The revised regulations will come into force on 1 September 2007. Local authorities, governing bodies and head teachers have until autumn 2007 to put arrangements in place for performance management that reflect the requirements of the revised regulations.

7.2 The first plans made under the revised regulations should be agreed by 31 October 2007 for teachers and by 31 December 2007 for head teachers. 7.3 The first full planning and review statements which record the outcomes of an assessment of performance and, where a teacher is eligible, include a pay recommendation, must be completed by 31 October 2008 for teachers.

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5.8 Reviewers are responsible for ensuring rigour when objectives are set. Objectives should focus on priorities. They should be time bound, challenging but achievable, and reflect the need for a satisfactory work/life balance. A reviewee’s objectives should reflect any relevant team, year or whole school objectives.

See also ‘RIGOR’ as in mortis

Performance target, work/life balance: I got outstandingly drunk on 11 occasions, threw up on 5 others and made a reasonable start on the 3-part drinking session a number of other times.

There will be three hours of classroom observation for performance management

OOOh goody… According to a recent inset, there should be a meeting before an observation to discuss what is being looked for, and another meeting after for review. Consequently every observation will cost five cover lessons. I think we can guarantee people will be up to the 38 hour maximum in no time!

It might be more than 3 hours – Heads and Senior Managers can still “drop-in”!

Do what I do, stop teaching and engage them in conversation. “Oh, Hi, XXXXXX, was there anything in particular I could help you with?”

The Headteacher can still step in to overrule line managers’ decisions.

Christmas is cancelled! But my friends and I are having a piss-up on the proceeds of the Perf Management savings.

Don't you just love the Labour party? Not to mention the RIG unions...

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Ed I used to be a member of the Labour Party. There are still people old enough to remember when if you were fighting the closure of a local hospital or the privatisation of public services, it was the local Labour Party ***organising the demonstrations*** not carrying out the cuts and privatisations.

I think there is a real chance of the union resisting the worsening of our conditions over this issue. One reason is that the NUT was formed to fight against performance-related pay. We still fight the same battles over 125 years later.

I think STOPP has some mileage in forcing the national union to take this issue seriously and get some national action.

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Ed I used to be a member of the Labour Party. There are still people old enough to remember when if you were fighting the closure of a local hospital or the privatisation of public services, it was the local Labour Party ***organising the demonstrations*** not carrying out the cuts and privatisations.

I think there is a real chance of the union resisting the worsening of our conditions over this issue. One reason is that the NUT was formed to fight against performance-related pay. We still fight the same battles over 125 years later.

I think STOPP has some mileage in forcing the national union to take this issue seriously and get some national action.

Quite so. however I have become however rather disillusioned with the NUT - especially how pathetically meek they were over TLRs....... my hopes aren't high

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Quite so. however I have become however rather disillusioned with the NUT - especially how pathetically meek they were over TLRs....... my hopes aren't high

Mine neither, to be honest, although am pleased about strikes recently reported in certain areas of the press. However, NASUWT position on these things deserve the soubriquet "patheticissimo"... Must have a meeting of NUT school sub-branch....

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Quite so. however I have become however rather disillusioned with the NUT - especially how pathetically meek they were over TLRs....... my hopes aren't high

Mine neither, to be honest, although am pleased about strikes recently reported in certain areas of the press. However, NASUWT position on these things deserve the soubriquet "patheticissimo"... Must have a meeting of NUT school sub-branch....

I have been especially disappointed by cheapness of principles.

For instance I have heard of cases of quite "militant" NUT reps jobs being offered jobs they don't deserve by cynical and corrupt headteachers.... silence, as they say, is golden

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I have been especially disappointed by cheapness of principles.

For instance I have heard of cases of quite "militant" NUT reps jobs being offered jobs they don't deserve by cynical and corrupt headteachers.... silence, as they say, is golden

I have seen the same thing at work in schools. It is not uncommon for lousy teachers to become union reps. The reps then claim they are being persecuted for their union work when the head tries to remove them. However, it needs to be said that they usually get these jobs because no one else is willing to do them.

When I first started work at 15 we had a very unpleasant foreman who obtained great enjoyment in forcing the staff to increase productivity. The older workers told me that several years previously he had been a militant union rep. The problem was solved by promoting him to foreman.

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Just to buck the trend of the above (although can relate to 'because nobody else wanted to do it'), I recently didn't get an SMT job at my school and my observations came up 50% outstanding and 50% Good with outstanding elements.

I know of a member of SMT is a member of NUT and an excellent teacher and similarly very good manager, ie not one who is a bully or 'unpleasant' like John's foreman.

And I know somebody else who is a rubbish teacher and never been within 20 miles of being a member of a union was given a Deputy Headship this year.

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Slightly OT but we do get heads who leave the NUT on obtaining headships and we do have some very good heads who stay in the NUT on the grounds their principles are not for sale.

"Buying off" the leaders has always been a tactic of employers as being a lot cheaper than paying the workforce more. It is not a new phenomenon and in the long run it is ineffective in a democractic organisation because the "bought off" leaders can be kicked out. It is also one of the reasons why socialists have advocated that posts should be elected and the holders subject to recall and that officials should not receive more than the average wage of the people they represent - as is usually the case with shop stewards or NUT reps. (Oh sorry they do get a free diary!)

It is the reason why Martin Powell-Davies stood as a "teachers' leader on a teacher's wage" (I am particularly proud of this slogan as I rearranged the apostrophes!)

Members of the Socialist Party working for teachers, for education and for socialism in the National Union of Teachers. Visit our website. http://socialistteachers.org.uk

Comment on our blog socialistteachers.blogspot.com.

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