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Schools are to receive£22m over three years to help them ...
Schools are to receive£22m over three years to help them

introduce a new pay system providing higher rewards to teachers who

perform well in the classroom, schools minister Charles Clarke

has announced.

Mr Clarke said the money would help train schools in assessing

teacher effectiveness. He added that the department for education and

employment was developing high quality training materials for schools

to draw on.

Under the proposals in the teaching Green Paper, good teachers

will be able to pass a performance threshold which, if successful,

will produce an initial pay rise of up to£2,000 a year. The best

will be able to earn over£35,000 a year.

Speaking at the Professional Association of Teachers (PAT) conference

in Southport on the day the government announced its second Annual

Report, Mr Clarke said: 'This government is confident it can give

good teachers the rewards they deserve through a system that is fair,

non-bureaucratic and effective. It is crucial that teachers have the

skills and confidence to operate the new system of performance

related pay effectively. The substantial funding we have pledged to

schools today will help them achieve this.

'Let me underline that we are absolutely committed to avoiding

unnecessary workload. Performance management is about better

communication and not paper overload. Being clear about priorities

and expectations should benefit everyone, not least the children.

'There have been many questions raised about the fairness of relating

teachers, work to the progress of their pupils. The principle is

simple - teachers can and do make a difference. We cannot have a

system which fails to recognise the contribution teachers make to

their pupils, achievement. This is not a crude system of payment by

results. It's about how well teachers help their pupils progress from

one stage of learning to another. This is in effect performance

related promotion.

'We fully understand concerns that any pay system must be open and

fair. That is why we have commissioned research on the

characteristics of effective teaching. Annual reviews of performance

should be based on agreed personal objectives between teacher and

team leader which are aligned with school and team priorities and

take account of the full range of what teachers have achieved. They

are an important framework for career and professional development.

'Earlier this month we issued the government's response to the

consultation on the Green Paper on the teaching profession which

ended with a record 41,000 responses. We confirmed the way forward

and described how we have continued discussions to ensure the new

arrangements are manageable and practical.

'The strongest welcome among the respondents - and one which PAT

endorses - is better support in schools and a real effort to slim

down bureaucracy. Information and Communications Technology (ICT) is

key to helping schools operate efficiently. We are investing more

than£700m to have all schools connected to the Internet by

2002. We are spending£250m through the New Opportunities Fund

on training teachers and librarians in ICT. Already around half of

primary schools and up to 90 per cent of secondary schools are


'ICT will not only raise standards but modernise the education

service. We are looking at how we can use ICT to streamline and

improve the way we share and gather information with schools and

LEAs. My department has also been conducting demonstration projects

to see how they can simplify their administration systems. Examples

are now on the internet and more will come next term.

'Of course, far more needs to be done to keep the paper sent to

schools to a minimum. We have introduced new criteria on what types

of documents should be sent automatically to schools. Exceptions to

the rule require explicit ministerial approval. We have had positive

feedback from recent focus groups with headteachers about changes

introduced over the last year, including batching, coversheets and

making more use of Spectrum to publicise documents on request.

'We look forward to a continuing dialogue on all the proposals in the

Green Paper. Patricia Collarbone, who is working with us on the

development of the National Professional Qualification for Headship

(NPQH), has issued a consultation framework which welcomes views on

how we can build on its existing strengths and take forward further

development. Copies are available on the DfEE website.

'Overall, these measures will help with the recruitment, retention

and reward of teachers complemented by successful special measures in

recruitment for maths and science which have seen a 34% increase and

a 23% increase in the respective application levels for post graduate



1. The NPQH website can be accessed at:

2. The government's response to the consultation on the Green Paper

is set out in PN 320/99. The Green Paper 'Teachers: meeting the

challenge of change', was published on the 3 December 1998. When

consultation ended on the 31 March 1999 the Department had received

41,000 responses.

3. Hay Management Consultants have begun a research project into

effective teaching. The work is designed to meet concerns expressed

in consultation that arrangements for the threshold and for

performance management should be clearly and demonstrably rooted in

recognised models of good teaching which build on existing research

and have been tested with teachers.

4. Performance threshold assessors and headteacher appraisal advisers

will be central to the implementation of the new performance

management system. We intend to let a contract for the recruitment,

deployment and management of advisers and assessors, and will be

inviting Expressions of Interest from a number of potential


5. The normal staring salary for good honours graduates from 1

September 1999 will be£15,537. The maximum salary available on the

basis of experience will be£23,193. Teachers at this level and

above will be eligible to apply for the threshold. Advanced Skills

Teachers are appointed to a five point pay range within a pay spine

which extends from£26,082 to£41,607. Head teachers' pay ranges

will extend from£31,155 to£70,002 and deputies' from£27,258 to


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