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NEWS • VIEWS • INFORMATION • ADVICE


BE AFRAID, BE VERY AFRAID...

...that was the stark warning the NASUWT gave in the February edition of Teaching Today about the Coalition Government’s plans to strip out of the performance management regulations all the safeguards for teachers and school leaders in England negotiated under the last government. The Union’s worst fears were confirmed when the formal consultation document was issued last month.

WHAT THE PROPOSALS MEAN FOR YOU

At the heart of the Coalition’s proposals is the ambition to make it easier and quicker to sack ‘under-performing’ teachers.

Education Secretary Michael Gove intends to make a seamless transition between performance management and capability. The effect of this will be that rather than performance management being a separate, professional process, all teachers will be on a permanent capability procedure.

The Minister’s rationale is that “for far too long schools have been trapped in complex red tape”, but there is no evidence to support this assertion. The plans are yet another example of the Coalition’s punitive attitude to teachers.

Chris Keates, NASUWT General Secretary, has told Ministers that “Stripping away safeguards to ensure that teachers are treated fairly and professionally will not deliver high performance. The NASUWT has conducted research which demonstrates that these proposals will give some headteachers a licence to bully.”

She added: “There are many reasons why some teachers may underperform. Most are nothing to do with their competence as teachers. Inappropriate deployment, failure to provide access to appropriate professional development and training, family bereavement, ill health that teachers are too frightened to report and excessive workload are just some of the reasons.”

Research carried out by the NASUWT has demonstrated that older teachers and teachers with disabilities are disproportionately subjected to excessive monitoring and to capability procedures.

At the moment, where procedures are abused, reference to the regulations can protect teachers from such bullying and harassment.

EXISTING PROVISIONS TO BE REMOVED

A clear timeline for the completion of the performance management process in an annual cycle.
A limit of up to three hours of classroom observation per cycle, with no requirement to use any or all of the three hours.
A designated reviewer who must have line management responsibilities for the teacher whose performance they are reviewing and who conducts all aspects of the review.
Headteachers or other members of staff cannot opt to retain selected parts of the process.
Statutory provisions stating what should be included in the review statement and the rights of appeal.
The right of appeal.
Statutory provisions governing pay progression as a result of performance management review outcomes.
Professional standards used as a backdrop to performance management.
Clear distinction between performance management and capability procedures. If a teacher is causing serious concern, performance management ceases and the capability procedure begins.
Performance management is designed to be developmental and supportive and to foster professional dialogue between colleagues.
The performance management review is the only source of evidence to support pay progression.
Governing bodies have to agree their performance management policy with trade unions and consult with staff.
A statutory requirement to seek to ensure that the performance management process does not add to the workload of anyone involved.
All performance management activities to take place within teachers’ directed time.
Review statements are confidential to the headteacher, reviewer and the teacher.

The NASUWT has been vigorously opposing the changes and will continue to do so.

The NASUWT will advise members of the outcome of the consultation.

The Coalition Government aims to allow schools to introduce the new arrangements in September 2011 prior to the revised regulations coming into force the following academic year.

The NASUWT capability study can be found at www.nasuwt.org.uk/CapabilityReport. Further advice and information on performance management can be found at www.nasuwt.org.uk/PerformanceManagement

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