Tony Cutler and Barbara WaineReviews the Performance Management Framework introduced in September 2000 to reward good teaching. Details how below a pay threshold an incremental pay system linked to length of service continues to operate, but above the threshold increments are linked to performance. If performance falls below expectations no increment will be awarded, but conversely good performance can result in the achievement of one or two increments. Identifies a major weakness in the Framework which focuses on pupil attainment – GCSE passes- rather than on professional development. Highlights the factors beyond the control of teachers which influence pupil performance.
Public Money and Management Volume 21 Pages 69 – 72