The revised regulations have established a much clearer process and have reduced confusion as to what is expected of participants and when.
There is a clear timeline for the completion of planning statements so that they can be tied into yearly pay recommendations to the governing body.
Other aspects of the process highlight the right to appeal and the acknowledgement of work/life balance considerations.
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
- No clear timeline
- No date for completion of cycle
- Regulations excluded major elements of the process and made them optional for schools giving rise to inconsistencies
- No provisions to limit any aspect of the process or have regard to work/life balance
- Teacher/ headteacher entitled to complain against an appraisal
New position
- Timeline for planning and review statement
- Clarity of access to, and retention of, statements
- Annual cycle must be completed by 31 October (31 December for headteachers) in time for pay recommendation to be made to the governing body
- Provisions to limit workload arising from performance management
- Regulations governing the process are clearer and more detailed
- Clear right of appeal
