The performance management process is starting in most schools over the next few weeks.
It’s a crucial time for senior leaders who are responsible for performance related pay (PRP) - they need to be ready to make it clear to their colleagues what targets they will be measured against, and what they need to do in order to achieve a pay award in autumn 2014.
It sounds simple, but in fact it is a complex process with big implications for the running of our schools. The fundamental problem is that schools are being expected to lead on the processes and procedures of PRP when old frameworks have been replaced by vague national guidelines and shallow local guidance. All this – while the clock is ticking.