Understanding the Governors role in Headteacher Performance Management and The Pay Committee

"This course will provide participants with an in-depth understanding of the statutory requirements for Headteacher Performance Management and will include:

  • Overview of statutory guidance
  • Organisational details of the Headteacher Performance Management process, including the role of the external advisor and the requirements for target reviews
  • Exploration of best practice target setting including how these should link to the school priorities, outcomes for students  and mental health and well being
  • Information on actions following Headteacher Performance Management reviews and the role of the Pay Committee in this process

The Pay and Pay Appeals Committees are statutory committees and are responsible for all pay decisions outside of the cost of living increases. The committees must be agreed by the governing board who will delegate the role to the named governors serving on the committees.

Attendance at this session will enable participants to: 

  • Understand the importance of comparing evidence provided against the expectations of the School’s Pay Policy and the School Teachers Pay and Conditions Document
  • Evaluate the evidence provided by the Headteacher and how to use it to make strategic decisions on teacher’s pay
  • Be clear on the type of evidence expected for a request to move through the Threshold or Upper Pay Scale
  • Be confident when challenging requests for pay increases and have a clear rationale for any pay increase refusals
  • This course will reflect the statutory requirements for maintained schools in relation to Headteacher Performance Management, which is recommended best practice for all schools to follow.

  • Will be confident in setting challenging and aspirational targets for the Headteacher
  • Will be able to ensure that the targets are reviewed regularly
  • Will have the confidence to challenge the senior leadership to evidence that performance management targets have been set for all staff and that they are impacting on outcomes for pupils
  • Understand their statutory role in making pay decisions for all teaching staff 
  • Be confident to ask challenging questions regarding evidence provided
  • Be able to ensure pay decisions are managed fairly and in line with the expectations of the school’s Pay Policy and the School Teachers Pay and Conditions Document

All Governors

2016 RAISEonline training
During this session delegates will have an opportunity to become familiar with the key changes to the 2016 RAISEonline summary report including:
  • Summary pages
  • Comparison groups
  • Scatterplots
  • Transition grids
  • Time will be given for delegates analyse their own schools RAISEonline and consider any implications for the school.
Delegates are asked to bring both a printed version of their schools RAISEonline summary report and the schools username and website for the RAISEonline website.

Delegates will have greater confidence in analysising RAISEonline reports. They will be able to identify key areas to support self evaluation and school improvement planning.
Senior Leaders, Assessment leaders, Governors

Effective Financial Management for all Community Schools

This course is aimed at Governors of maintained Royal Greenwich Schools to enable them to fulfil their responsibility with regard to budget setting. Governing Boards are required to ensure that the priorities identified in the school improvement plan are resourced appropriately and that good value for money is achieved.

Governing Boards are required to submit 3 year plans of which the current year must be a balanced position, with the remaining two years to support due diligence planning.  The course will include:

  • Governing Board approved budget plans - explanation
  • How to approach 3 year budget plans:
    •  - Income streams including Schools Delegated Budget Share (Primary and Secondary School)
    • -  High Needs Funding - place funding
    • -  Early Years Funding
    • -  National Funding Formula (updates if appropriate)
    • -  Engagement with Royal Greenwich if the school is not able to set a balanced budget
  •  Monitoring budgets including funds raised in the name of the school
  •  Bursarial Service
  •  Preparation readiness for an audit
  •  Business continuity and risk register"


  • Will have the confidence to challenge the school’s financial performance
  • Will have the confidence to use the available data to set a three year budget
  • Will have the skills and knowledge to ensure that timely and prudent management action is taken to ensure that effective budget control is maintained
  • Will ensure that the whole Governing
  • Board has the information available to them to become an effective and strategic group which robustly holds the school to account at all levels

All Governors, but particularly those serving on the finance/resources/business committee

Safer Recruitment

This workshop is the Safer Recruitment Consortium accredited, updated version of the Safer Recruitment training for Headteachers, school Governors and other staff who are likely to sit on interview panels or appoint staff. It is still a requirement for every school appointments panel to include at least one member who has completed the Safer Recruitment training. Course content provides clear explanations of government guidance regarding the safer recruitment process. It also includes an update of the most recent legislation changes (i.e. the Keeping Children Safe in Education – Sept 2018, DBS, Disqualification by Association and other preemployment checks) that affect Safeguarding and Child Protection. It is recommended that you refresh your training every 5 years.


  • Will be safer and have safeguarding needs met in a more appropriate and timely manner


  • Will have an awareness and understanding of offender behaviour
  • Will be able to identify the key features of staff recruitment that helps deter or prevent the appointment of unsuitable people
  • Will be able to consider policies and practices that minimise opportunities for abuse
  • Will begin to review their own and their settings policies and practices, with a view to making them safer


  • Will be safer organisations
  • Will comply with government guidance and legislation

All Headteachers, school Governors, Business Managers and other staff likely to sit on interview panels or administer staff appointment

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