2016
Pay and
Pay Progression
Survey
NASUWT
Undeb yr Athrawon
CYMRU
The Teachers’ Union
WALES
Contents
Key findings ...............................................................................5
Awareness of pay and performance management policies .....5
The fairness of the performance management process
for last academic year ...............................................................5
Pay progression .........................................................................7
Continuing professional development for last year ..................7
Processes for the academic year 2016/17 ...............................7
Continuing professional development for this year ..................7
The fairness of the performance management process
for this academic year ...............................................................7
The 1% pay award.....................................................................8
3
For a two-week period in November and December 2016, the NASUWT
conducted a survey on pay and pay progression of teachers. The survey
received over 300 responses.
Key findings
• Almost a third (30%) of teachers were set objectives in the performance
management process last year that they felt were unrealistic and
unachievable.
• Over two fifths (42%) of teachers said that the performance
management process last year added to their workload.
• Almost two thirds (63%) of teachers had not yet received pay
progression.
• Almost half (44%) of teachers did not discuss continuing professional
development (CPD) at all within the setting of performance
management objectives.
• Almost two fifths (39%) of teachers have been set performance
management objectives for this year that they believe are unachievable.
• Over a third (35%) of teachers had not received confirmation as to
whether they would receive the 1% pay award for this year.
Awareness of pay and performance management policies
Following concerns about the accessibility of pay and performance
management policies, the survey asked teachers about whether they were
aware of such policies in their schools. Over half (54%) of teachers stated
that they were unaware of the pay policy in their schools, and over one
fifth (21%) were unaware of their school’s performance management
policy.
Although the survey was conducted in late November/December, almost
a third of teachers (30%) stated that the pay and appraisal process for
last academic year (2015/16) had not been completed.
The fairness of the performance management process for last
academic year
Teachers were asked to agree or disagree with a number of statements
about the performance management process for last academic year
(2015/16).
When asked whether the objectives set were realistic and achievable,
almost a third (30%) of teachers said that they were not. Furthermore,
5
almost three quarters (70%) of teachers stated that the objectives
contained requirements that were not within their control.
In addition, almost half (48%) of teachers said they had unrealistic
numerical targets included in their performance management objectives.
Fifteen per cent of teachers stated that their performance management
objectives included data targets relating to the work of other colleagues.
Over two fifths (42%) of teachers said that their performance management
objectives added to their workload, 10% of teachers stated that the
objectives that were set were not related to teaching and learning and the
same percentage had objectives set that required them to undertake
extracurricular activities.
Sixteen per cent of teachers said that their objectives included Estyn-style
grades, despite the fact that the grading of individual lessons is
discredited as a process.
Fairness of the performance management process last year
Objectives set for last year that were not
related to teaching and learning
10%
Objectives for last year included
extracurricular activities
10%
Objectives for last year included Estynstyle grades
16%
Objectives for last year added to workload
42%
Objectives for last year included data
targets of other colleagues
15%
Objectives for last year included
unrealistic numerical targets
48%
Objectives for last year were
not realistic/achievable
30%
Objectives for last year contained
requirements not in their control
70%
0%
10% 20% 30% 40% 50% 60% 70% 80%
Ninety-two per cent of teachers said that their objectives did not take
account of their personal circumstances and three quarters of teachers
did not feel that they were given the support that they felt they needed to
meet their objectives.
6
Pay progression
Pay decisions based on the performance management objectives for last
academic year should have been confirmed with teachers at the beginning
of this year. However, less than two fifths (37%) of teachers who were
eligible for pay progression had a decision made and almost a third (31%)
have not yet received a decision. Therefore, 63% of teachers eligible had
no decision made.
Continuing professional development for last year
Less than a fifth (14%) of teachers were given the time that they needed
in order to complete CPD requirements in relation to their performance
management objectives for last year, and almost a third (31%) were
expected to fulfil CPD requirements despite the fact that they were given
no time at all for this. Nineteen per cent were not able to access any CPD
at all last year.
Processes for the academic year 2016/17
Although the survey was undertaken in the latter half of the autumn term,
over a third (34%) of teachers had not yet had a meeting to set their
performance management objectives for this academic year (2016/17).
Continuing professional development for this year
Almost half (44%) of teachers did not discuss CPD at all, as part of the
setting of performance management objectives for this year.
Only just over a quarter (27%) of teachers have been given the time that
they need in order to complete CPD requirements in relation to their
performance management objectives for this year.
The fairness of the performance management process for this
academic year
Teachers were asked to agree or disagree with a number of statements
about the performance management process for this academic year
(2016/17).
When asked whether the objectives that are currently set were realistic
and achievable, almost two fifths (39%) of teachers said that they were
not. Furthermore, almost three quarters (74%) of teachers stated that their
objectives for this year contained requirements that were not within their
control.
Almost half (47%) of teachers said they had unrealistic numerical targets
7
included in their current performance management objectives.
Fourteen per cent of teachers stated that their performance management
objectives include data targets related to the performance of other
colleagues.
Fifteen per cent of teachers stated that the objectives that they had been
set were not related to teaching and learning and the same number had
objectives set that included extracurricular activities.
Furthermore, almost a fifth (18%) of teachers said that their objectives
included discredited Estyn-style grades.
Fairness of the performance management process this year
Objectives set for this year that were not
related to teaching and learning
15%
Objectives for this year included
extracurricular activities
15%
Objectives for this year included
discredited Estyn-style grades
18%
Objectives for this year included data
targets of other colleagues
14%
Objectives for this year included
unrealistic numerical targets
47%
Objectives for this year contained
requirements not in their control
74%
39%
Objectives for this year were not achievable
0% 10% 20% 30% 40% 50% 60% 70% 80%
The problems that teachers had last year that in many cases had led to
deep inequalities in the system have been compounded this year.
The 1% pay award
Just over a third (35%) of teachers reported that they had not received
confirmation by December 2016 of whether they would receive the
minimum 1% pay award for teachers.
8
9
NASUWT
Undeb yr Athrawon
CYMRU
The Teachers’ Union
Tel: 029 2054 6080
E-mail: [email protected]
Website: www.nasuwt.org.uk
16/12021 Wales