Avoiding the pitfalls of performance pay

Revised teachers’ pay and conditions arrangements, including plans for performance-related pay, came into force on September 1 last year. The main aim of the changes is to give headteachers the freedom and autonomy to recruit, reward and retain high-performing teachers by removing the traditional link between length of service and pay, and replacing it with a new system of pay awards based solely on individual performance.

Of course the risk is that this could lead to tension between teachers and damage staff morale, with critics citing concerns such as decisions about pay being made in response to funding pressures, or whether or not a “face fits” in any particular school. Whatever your view, it is now up to individual schools to decide for themselves how to best implement the changes and develop their pay and appraisal policies accordingly. No single approach will suit all schools.