PRP: One school's suggested way forward

We want to make PRP as fair, open and transparent as possible and allow all to progress where they can.  We have based our policy on a points system.  The details are given here for information and further discussion.

Points are calculated by putting a tick in each column and adding up the total score.

NOTE: APS is calculated by giving each observation a score 1=Outstanding, 2=Good, 3=Requires Improvement, 4=Inadequate then taking the average of the last four observations.  This helps to smooth out the data to get a better picture.

• The rate of progression will be differentiated according to an individual teacher’s performance and will be on the basis of absolute criteria.  Progression will be determined by allocating points according to the table in Appendix A.

• Teachers will be eligible for pay progression of £800 (pro rata for part time staff) if they achieve a point score of 140 or above.

• Teachers will be eligible for pay progression of £1,600 (pro rata for part time staff) if they achieve a point score of 250 or above.

• Teachers will be eligible for pay progression of £2,400 (pro rata for part time staff) if they achieve a point score of 350 or above.

  Appendix A

	Teacher Standards / Proficiency		Contribution
Points	Last 4 Lesson Observations	Student progress	Appraisal Objectives	Development of other staff	Smooth running of school	Active part in life of the school
200	·   Almost always Outstanding ·   APS < 1.5 ·   No Inadequate ·   No Requires Improvement
100	·   Always Good or Outstanding ·   APS ≤ 2.2 ·   No Inadequate ·   No Requires Improvement	All student progress is above average.	All objectives have been met beyond the standard set.	The teacher has made a substantial contribution to the development of other staff by coaching or mentoring at least two staff members and delivering CPD sessions.
50	·   Generally Good or Outstanding ·   APS ≤ 2.2 ·   No Inadequate	Student progress is mostly above average.	All objectives have been met.	The teacher has made a good contribution to the development of other staff by coaching or mentoring another member of staff or delivering CPD sessions.		The teacher has made a substantial contribution to the wider school life by being involved with a substantial trip and/or regular extracurricular activities (including intervention)
30	·   Generally Good ·   APS ≤ 2.5	All student progress is at least as expected.	Most objectives have been met.	The teacher has made a contribution to the development of other staff by coaching or mentoring another member of staff or delivering a CPD session.	The teacher has made a substantial contribution to the smooth running of the school by meeting all deadlines, and requests for information.	The teacher has made a good contribution to the wider school life by being involved with a trip and/or extracurricular activities (including intervention)
20		Most students have made at least expected progress.	At least one objective has been met.		The teacher has made a contribution to the smooth running of the school by meeting almost all deadlines and requests for information.	The teacher has made a contribution to the wider school life by being involved with a trip and/or an extracurricular activity (including intervention)