The Governing Body must determine the procedures for the performance review of school teachers at a school. (It is proposed that the School Government Regulations will make it a statutory requirement that these should be embodied in a school performance management policy, developed after consultation with staff and reviewed annually.)

Is responsible for:
securing that the performance of teachers is reviewed in accordance with the Regulations
appointing an accredited external adviser from an approved list
deciding on the exact timing of the performance review cycle for the headteacher
carrying out the performance review of the headteacher. In so doing it appoints two or three governors to carry out the performance review. At Church schools, at least one representative should be a foundation governor. Representatives should not include teachers or other members of staff at the school
ensuring that, in the first performance review cycle, headteacher objectives are set and recorded by 31 December 2000 and teacher objectives by the end of February 2001
appointing one or more review officers where a complaint is made by the headteacher about his/her performance review and the Chair of Governors has been involved in that performance review.

The Chair of Governors is the review officer for complaints from the headteacher where s/he has not been involved in the performance review, and for teachers where the Headteacher is the team leader

Must:
provide any review officer or new reviewer with a copy of the performance review statement and with the objectives relating to that statement
pass the training and development annex of the heads performance review statement to the person responsible for training and development in the school
provide a summary of the overall assessment of performance section of the headteachers review statement to the Chief Education Officer, or an adviser specifically designated by the Chief Education Officer, on request
provide a copy of the heads appraisal statement to the CEO, or a designated officer, where the school does not have a delegated budget.

The governors responsible for reviewing the performance of the headteacher

Must:
seek advice from the appointed external adviser when setting objectives and reviewing the performance of the headteacher
meet with the headteacher and adviser at the start of the performance review cycle to plan and prepare for the performance review, and set and record headteacher objectives relating to school leadership and management and pupil progress
meet with the headteacher and adviser at the end of the performance review cycle to review the heads performance and identify achievements, including assessment of achievement against objectives, and to discuss and identify professional development needs/activities
write a performance review statement and give a copy to the headteacher within 10 days of the review meeting, and allow 10 days for the headteacher to add written comments
provide the headteacher and chair of the governing body with a copy of the headteachers performance review statement
on request, provide a copy of the headteachers statement to those governors who are responsible for taking decisions in relation to promotion and pay, who should take account of this when making such decisions.

The headteacher as proposed, will be responsible under the School Government Regulations for overseeing the implementation of the schools performance management policy and may be asked by the governing body to draft the policy for consultation with staff and agreement by the governing body.

Is responsible for:
appointing an appropriate team leader for each teacher, to carry out their performance review
deciding on the exact timing of the performance review cycle for teachers
deciding on the exact length of the first performance review cycle for teachers
providing a copy of a teachers performance review statement to any review officer, including the objectives relevant to that statement
ensuring that current objectives are made available to a teachers new team leader, if there is a change of reviewer

Must:
provide an annual report on performance management in the school to the governing body. It should contain a report on the operation of performance management in the school, the effectiveness of the schools performance management procedures and the training and development needs of the teachers
provide whoever is responsible for planning and co-ordinating teachers training and development in the school with a copy of the part of the performance review statement that relates to training and development
keep teachers performance review statements secured on file until at least three years after the next performance review statement has been finalised
review complaints by teachers about their performance review statement, where they are not the team leader
pass a copy of the performance review statement to those teachers for whom they are team leader
on request, provide a copy of the performance review statement to those governors who are responsible for taking decisions in relation to promotion and pay, who should take account of this when making such decisions
on request, pass a copy of the performance review statement to a teachers team leader

The headteacher as job holder

Must:
meet with the appointed reviewers and external adviser to agree objectives at the start of the performance review cycle
meet with the appointed reviewers and external adviser to review performance at the end of the performance review cycle, including achievement against objectives

May:
add written comments to the record of objectives set by his reviewers
add written comments to the performance review statement or lodge an appeal against the performance review statement, within 10 days of receipt from the governorsThe Team Leader (Member of SMT)

Must:
meet with each of the teachers for whom they will be the reviewer before or at the start of the performance review cycle to plan and prepare for performance review and discuss setting objectives
record objectives in writing and allow the job holder to add written comments if they wish. Teacher objectives must include those relating to developing and improving teachers professional practice and pupil progress
monitor performance against these objectives throughout the year, and observe the teacher teaching in the classroom at least once during the review cycle
consult the reviewee before obtaining oral or written information from others relating to the teachers performance
meet with the teacher at the end of the performance review cycle to review performance and identify achievements, including assessment of achievement against objectives, and to discuss and identify professional development needs/activities
write a performance review statement and give a copy to the reviewee within 10 days of the final performance review meeting, and allow 10 days for the job holder to add written comments
pass the completed performance review statement to the headteacher

The Job Holder (school teachers who are not headteachers)

Must:
meet with their team leader before or at the start of the performance review cycle to discuss setting objectives
either agree objectives with the team leader or add written comments to the objectives recorded by the team leader
meet with their team leader at the end of the performance review cycle to review performance and identify achievements, including assessment of achievement against objectives, and to discuss and identify professional development needs/activities
may add comments to the performance review statement or complain about their performance review statement within 10 days of receipt from the team leader

Performance Review Cycle

The length of the performance review cycle shall normally be one year. In the first year of operation only, the performance review cycle for teachers may be as short as 9 months, or extended up to a maximum of 18 months. Where a teacher changes jobs within a school, the performance review cycle may be less than a year as the teacher should keep within the same school cycle. Where a teacher moves to a new school, the performance review cycle may be less than a year as the teacher will move onto the new school cycle.

Complaints

Where a complaint is made about the performance review statement, the review officer is responsible for reviewing the complaint. This should be carried out within 10 working days of receiving a complaint. The review officer may order the performance review statement to stand with or without observations, may amend the statement, or order that parts of the review or the whole review be repeated. Where a new review or part review is ordered, this should be carried out within 15 working days.