What this policy needs to do
Clearly sets out how teachers' objectives will be set and their performance assessed and moderated*. Note that: Objectives shouldn't be based on teacher-generated data and predictions Pay progression doesn't need to be linked to performance – see below for more details Sets out what evidence will be taken into account when making pay decisions, and the date by which annual reviews will be determined Sets out objective criteria for pay decisions, so there's no discriminatory effect on any teacher with a protected characteristic under the Equality Act 2010 Complies with other discrimination legislation: The Employment Relations Act 1999 The Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 The Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 Details how teachers' applications for moving to the upper pay range (UPR) will be assessed, as well as: The process of applying Application deadlines Includes procedures for pay appeals Sets out