Questions about pay policy and performance management
Do non-maintained schools have to follow the government/STRB’s performance related pay policies?
Yes they do as far as I am aware (this is definitely the case in my authority).
When carrying out performance management does it have to be immediately linked to capability i.e. a satisfactory or inadequate grading leading immediately to capability procedures? (in the case of non-maintained schools)
PM is meant, in the first instance, to be an enabling process. This point of the process it to give the member of staff the opportunity to discuss their role, their concerns and any development they feel they require. The next intention is where you (the manager) feel that the member of staff needs to improve and you can specify the development (training) they have to undergo. The next intention (not necessarily the next ‘stage’) is where the member of staff has been found to have serious weaknesses and it is the responsibility of the manager to ensure that they have access to suitable training. All this takes place to safeguard the manager and ensure that the member of staff has been given every opportunity to improve. If none of these has resulted in improvement (and this is rare) they must follow the competency route. This is where they are given targets and time frames. If the appropriate PM has not taken place the member of staff can appeal and say they weren’t given the opportunity to improve (by being denied training opportunities etc.). PM and competency are quite separate really. In answer to your question: it does not need to be linked to capability – all staff undergo PM. But where the member of staff is failing, PM must be seen to have taken place.
Can teachers appeal in the event of disagreeing about a performance management target?
They can in all cases .. but the process is supposed to be collaborative. If the manager asks the person to undergo specific training (as a result of concerns about performance) really they must do it. If not, this is a serious case of insubordination. Of course, some targets can be unreasonable and there is facility in the PM process to involve the line manager’s line manager to seek resolution.
