Why securing appropriate objectives is important
Pay progression decisions are now linked to appraisal outcomes and assessments of performance against appraisal objectives and teachers’ standards. There is a clear risk that teachers may face denial of pay progression if their objectives are unreasonable or otherwise inappropriate, or if they are not fairly and properly assessed against them.
The guidance should be read in conjunction with the model policy and checklist drawn up by the NEU and the school leaders’ association, NAHT.
Key NEU principles with regard to objectives
- objectives fit for purpose
- limits on objectives
- consultation and agreement
- pay progression
- ensuring objectives are fit for purpose.
Setting meaningful objectives is vital if the appraisal process is going to support student achievement and your own professional development, and also inform pay progression decisions.
Most appraisal policies will refer to objectives being set according to SMART principles - specific, measurable, achievable, relevant and time-limited.
Do not agree any objectives that do not meet these criteria, particularly any that are linked to factors beyond your control.
If you have any particular individual circumstances, including any disabilities or maternity/adoption leave, which might affect the achievement of your objectives, make sure that you raise these with your appraiser.