PERFORMANCE MANAGEMENT

THE 2006 REGULATIONS AND RIG GUIDANCE

have been largely accepted;
have been to a greater or lesser extent absorbed into the 'performance culture' of schools;
have enabled the NUT to limit workload for reviewers, reviewees and head teachers;
leave decisions on pay progression to the head teacher; and
have led to positive improvements for many teachers.

the current 2001 regulations should stay in place but with the STCPD amended on the following basis.

include a requirement on school governing and relevant bodies to identify resources for teachers' and head teachers' CPD sufficient to meet their needs, as identified within teachers' and head teachers' review statement;
stipulate that head teachers and teachers are entitled to CPD provision sufficient to meet their identified needs.

Require the Governing Body to agree a Performance Management Policy and Classroom Observation Protocol.
Require the head teacher to be reviewer for all teachers.
Enable the head teacher to delegate the responsibility "in its entirety" to a reviewer who is the line manager of the teacher.
Set objectives including professional development for the review.
Require the reviewer "to determine a recommendation on pay progression".
Say that classroom observation for performance management purposes shall not exceed three hours per cycle.

require the governing body to seek agreement with unions on performance management policies and classroom observation protocols;
highlight the importance of having a professional development plan for each teacher;
require performance management training to be made available to all reviewees;
require new procedures to achieve consistency of treatment and fairness between teachers with similar experience or levels of responsibility;
emphasise the importance of the reviewee achieving a satisfactory work-life balance.

that line managers should be paid TLRs (4.12);
a limitation on the number of reviewees per reviewer (4.12);
the need for equal opportunities in performance management policies (4.3/4.6);
the need for directed time - 1 hour - for review meetings (5.3);
"that objectives should focus on priorities" (5.8);
that the "full three hours for classroom observation" is a "maximum not a standard" (5.11);
the need for timetabled release time for observations (5.13);
that "evaluating teaching and learning" can be included in the performance management observation (5.18);
no change in arrangements for pay progression on the main scale (5.42).

(The numbers in brackets refer to the relevant paragraph numbers in the RIG guidance.)

limits the total amount of classroom observation experienced by teachers and head teachers within each annual performance management cycle;
incorporates the head teacher's responsibility to evaluate standards of teaching and learning;
maintains current advice on the frequency and length of classroom observation for performance management purposes;
protects members from random and bunched observations including those from LA advisers.

limit to three the number of objectives set;
limit to three the number of reviewees per reviewer;
ensure that review meetings take place within the school day;
ensure that reviewers consult reviewees before they seek oral or written evidence from other teachers;
secure automatic pay progression on the main scale;
maintain the Union's position on movement on the Upper Scale;
protect members from potential additional workload arising from performance management.

The regulations do not prevent local authorities recommending the above.

provide guidance to members, school representatives, head teachers and all members of the Leadership Group;
provide training to all division secretaries and regional officers on the implications of the final regulations;
offer free professional development on a regional basis to NUT members including members of the Leadership Group;
include guidance on relevant aspects of performance management within its workload guidelines.