Building upon the huge success of 2013, 2014 and 2015, #TLT16 returns to the University of Southampton on Saturday 15th October 2016. IMHO this event is one the very best professional learning opportunities available, last year it was a privilege to be one of 350 teachers and school leaders working at the rock-face, sharing their experiences, successful and frailties. This year tickets again sold out in record time however I urge you to get your name on the waiting list as the busy professional lives of teachers regularly throws up a handful of tickets at late notice, typically via social media (follow the hashtag). Lastly a shout-out to all those that support and make the event happen and a particular note of thanks to David Fawcett and Jenn Ludgate.
#TLT16 – Performance management, review, recognition or reward?
Record numbers of teachers are leaving the profession, faster than ever before. The School Workforce statistics show that the rate of teachers leaving the profession has jumped to the highest level since 2011. In terms of teacher headcount, the proportion of teachers leaving is the highest since at least 2005. ITT routes into the professional are ‘confusing, contradictory and overwhelming’ at a time when pupil numbers are expected to accelerate. At a time where we are being fed a fast food recruitment and performance management diet, isn’t time we offered our teachers something far more nourishing?
The session will expose the contraindications of outcome driven, performance related pay and the unintentional frailties of performance management (PM) systems (including graded lesson observation).You will hear why main high profile, successful and progressive organisations are ditching their PM policies and the reasons why. In the second half of the session we will review the over whelming and positive evidence for professional recognition over reward and what this might look like in the school where you work. If you are a teacher readying themselves for a final review meeting, a middle leader galvanising the efforts of your team or a school leader reflecting of the wider impact of staff well-being on pupil outcomes – we would welcome your contributions.
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