The roles and responsibilities of all those involved in the performance management process are now much more clearly defined.
As a governor, headteacher or teacher you will have a clearer idea of how you fit into the process and what is expected of you in your various roles as either reviewer, reviewee or as one of those responsible for establishing the school’s performance management policy.
To get a better understanding of the benefits, you are advised to read the relevant sections in the revised performance management regulations and RIG’s guidance (see links in the downloads column).
Changes at a glance
Previous position
- Reviewers (team leaders) can be peers or line managers
- Peers receive no renumeration for reviewing
- Teachers/headteachers changing schools part way through the cycle (or during the two year period between progression on upper pay scale) have to begin again
- Headteacher/governing body is able to take other evidence into account in addition to outcomes of performance management review for pay decisions
New position
- Reviewer is the headteacher, who can delegate the role in its entirety to the teacher’s line manager
- Requirement for schools if requested by the teacher/headteacher to transfer information collected to date for teachers/headteachers during the cycle
- Headteacher (governing body for headteachers) may instruct reviewer to prepare a new statement when they feel that the statement is inconsistent with statements of other teachers or does not comply with the school’s performance management policy
