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NEWS • VIEWS • INFORMATION • ADVICE





PERFORMANCE



Changes to the performance management system, which will strip out a raft of safeguards for teachers and school leaders, are planned across England and Wales.



Proposals to make it easier and quicker to sack ‘underperforming’ teachers are little more than populist nonsense, the NASUWT has argued.



Education Secretary Michael Gove has announced plans to make it easier to dismiss teachers considered to be inadequate, claiming that current rules are not tough enough on the profession.



Chris Keates, General Secretary of the NASUWT, has hit out at the plans, which will see major changes to the performance management system, warning that the reforms will effectively mean teachers are on a permanent capability procedure.



Gove has claimed that his reforms will free schools from restrictive ‘red tape’ that is hindering them from raising standards, but Ms Keates said that the plans are yet another example of the Government’s punitive attitude to teachers.



“This is yet another depressingly predictable announcement from a Government seemingly intent on destroying the teaching profession and state education.”



“These draconian measures are totally unnecessary. There is no evidence that demonstrates that there are problems with the current system.”



“This announcement will only serve further to devastate teacher morale and endanger future recruitment to the profession and the retention of existing teachers.”



Current provisions to be removed



A clear timeline for the completion of the performance management process in an annual cycle.

A limit of 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 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.



Visit www.nasuwt.org.uk/PerformanceManagement

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