| ….the
establishment of a School Development and Performance Management
scheme consistent with the objectives set out in paragraphs
50 to 53
(Paragraphs 33 to 53)
….that, for the Main Pay Scale, teachers should continue
to expect an annual increment as long as they are not in the
unsatisfactory teacher procedure
(Paragraphs 55 to 57)
….that the present threshold assessment process for
determining whether a teacher should move to point one of
the upper pay scale should continue to be used until an acknowledged
robust SDPM policy is operating in schools
(Paragraphs 59 to 66)
….that processes, consistent with the objectives set
out in paragraphs 75 to 80, be put in place to enable teachers
to progress to U2. Furthermore these processes for UPS progression
should only be initiated following agreement at TNC on a viable
project plan to ensure that a performance management scheme
and arrangements for its implementation are in place in schools
by September 2004. Subject to agreement on the above at TNC
we recommend that the process for those teachers eligible
to progress to U2 be put in place with effect from September
2003
(Paragraphs 68 to 80)
….that Governors should continue to use the existing
system for leadership pay progression until September 2004
when it should be replaced by the agreed SDPM scheme. While
the award of one point for fully acceptable performance should
remain we also recommend that two performance points may be
awarded in any one year to a member of the Leadership Group
when the relevant body considers that there is a very high
quality of performance. This process can commence with the
assessment of the revised objectives set for the year 2003/04
(Paragraphs 82 to 86)
The full report can be downloaded in PDF format, Teachers'
Pay and Conditions of Service Enquiry - 256Kb pdf
. |
