On 19 January 2015, the DfE published the new national standards of excellence for head teachers.
As a middle leader, your performance is reviewed and evaluated under the school’s performance management arrangements.
Your staff appraisal arrangements are particularly important as they help to shape your overall workload, your objectives, your continuing professional development, your career and your pay progression.
This advice summarises performance-related pay progression for teachers (main pay range (MPR), upper pay range (UPR), unqualified teachers and leading practitioners) and is based on the statutory provisions of the School Teachers’ Pay and Conditions Document (STPCD).
Performance management is controlled in Wales by the Appraisal Regulations of 2011.
Teachers, leaders and support staff whose work does not satisfy the requirements of the practitioner standards in Wales or the professional code of the Education Workforce Council for Wales may find themselves subject to capability proceedings.
If you're a senior leader who has been in one post for a significant period of time and would now like to move towards headship, the first step would be to have a conversation with your head teacher to discuss your intention and identify what support they can provide.
Senior leaders will be aware of the importance of developing effective leadership and management skills in preparation for their first headship of a school.
Grievances are concerns, problems or complaints; they are typically associated with your overall workload, working conditions or relationships with colleagues
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