So many ‘freedoms’ so little time!

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3 weeks left and a new pay policy to write…what’s the problem?

I have had to make a new rule in my household: no one must tell me how long it is until the summer holidays.  Why? Because if I actually stop and think about all the things that  need to happen before the end of the year I am worried that my head will explode like that bloke from the film ‘Scanners’. Every year I try and think about how I can make Term 6 less crammed and better timetabled: desperately seeking to achieve the utopian vision of the last day of the year ending with everyone happily skipping off, full of energy ready to embrace their summer holiday. But, every year, it gets to the last three weeks and the school is on its knees and I end up thinking: ‘I really must plan term 6 better next year?’

This year is no different except for one teeny-tiny additional thing I need to do before we break up. As well as: sports days, reports, end of year data, heart attack inducing return of SATs papers, Year 6 leaving, the end of year show, deciding where to put teachers next year, planning an inset for the last day that no one will take anything from because they’re too tired, planning an inset for the first day back that no one will take anything from because they’ve been away too long, discos, summer fair, final string of governors, staff leaving dos, trying to keep staff morale up whilst simultaneously insisting that we can’t have golden time every afternoon because you’re tired and finally getting around to tidying my office….there is the ever so slightly important issue of writing a new pay policy.

At a recent Heads meeting I was slightly glad that I wasn’t the only person in the room who:

  1. Hadn’t yet given it a lot of thought.
  2. Didn’t really know what to do about it.
  3. Was secretly hoping we could leave it (not because we’re particularly weak but because the list mentioned above is the minimum amount of stuff that every head is trying wade through right this minute)

Having not received any guidance from the local authority we have been visited by a million private HR companies who have given us a seemingly unlimited number of options of how to use pay as a consequence for performance. A selection of these has been:

  1. Even out the size of incremental increases along the main pay range (it’s a range now not a scale) and split each one in two. Thus giving the illusion of a ‘better than expected’ pay rise for good performance (look you’ve gone up two increments!) whilst actually giving you less in ‘old money’.
  2. Once you’ve determined the sizes of the incremental increases along the main pay scale sorry range, create relative performance measures. So if I had five teachers all working at MPR4 they would be in competition with each other as only the top three performers who had met all their targets would be eligible for a pay rise.
  3. Create a target specific Upper Pay Range system: UPS is not for life but could be up until Christmas if performance is weak. Also, the entire jump from MPR6 to UPS1 would be reset at the end of the year and would only be paid the following year if performance targets are met. (A bit like a bonus…actually a lot like a bonus; basically a bonus.)

Now before you report me to the unions I have to say these were only ‘options’ presented to us as a way of showing us how wide open the ‘freedoms’ of the new pay policy are and some, maybe all, could ‘improve’ performance but could equally create a horrible corporate atmosphere that no one in their right mind would want to be a part of if they also want to be a part of education. But there are some important lessons to take away from it.

If schools are going to drastically change the way in which pay progression is used they must ensure that their appraisal process throughout the year is really effective. It will not be good enough to implement performance related pay and leave it as a trap for the end of year performance review. An appraisal process must be set up to identify and support teachers who are under-performing ‘now’ and could be in danger of not reaching end of year targets.

Of course this should be in place anyway but how swiftly have schools reacted to the early signs of under-performance in the past? How often has a slightly rubbish teacher continued to work and progress along the main pay scale seemingly unaware that the only really consequence of their under-performance is that next year’s teacher has to now work twice as bloody hard? How many schools only offer support in terms of capability when the rock bottom has been reached?

Schools survive with poorer teachers because of the fantastic teachers that insulate them. Don’t get me wrong; the problem here is leadership not teaching. A change in pay policy is not going to scare a teacher into teaching well but it might just make the Head Teacher slightly more pro-active in nipping under performance in the bud.

I don’t know any Head who wants to stop a member of their team from getting paid or even wants to have that conversation! But by putting the idea of levels of performance affecting levels of future pay into all educators’ consciousness it will hopefully develop a more rapidly supportive culture in schools that need it.

And just because I always try to link my end of a blog post with the start of a blog post because that makes me feel that I’m a cleverer writer author guru than I actually am:

So as I try to get to the end of the year without my brain actually melting, I have decided to make sure that when I do find ten minutes to write the school’s pay policy, I will set the review date for Christmas…as that tends to be one of the quieter terms.

Levels are dead…long live the Levels.

ImageIn a recent local authority meeting for ‘locally maintained Head Teachers’ we were asked by our local leaders to partake in what was essentially a massive brain storm session. Like an excruciating episode of the Apprentice, where a team has got to the end of day one and still hasn’t got a new revolutionary design for a toilet, our leaders were equipping us with post-its and marker pens and putting us into small groups to try and work out, please dear god have an answer for the question: what is good about being a locally maintained school?

As we desperately begun searching for the unique selling point that would prevent them from being told ‘you’re fired’ by central government it became clear that apart from moral, social, philosophical, personal and political reasons (and what good are they in the boardroom?) there aren’t any. In reality this is a quite a good thing because it signifies that local schools have been working together quite happily to improve the quality and consistency for all pupils within the area. The matter of whether you’re a free school, academy, federation, faith school, LA maintained school doesn’t really come into it: when you get professionals trying to improve things for their schools they often recognise the need to collaborate and often don’t let technicalities get in the way. But the more this was discussed and liked by everyone in the room the less it looked like there was a clear ‘model’ for LA schools.

But then the DfE confirmed that they are getting rid of the current system of ‘levels’ used to report children’s attainment and progress and (as Gove wants us all to be free thinking and innovative)…it will not be replaced. This has caused a huge level of debate on twitter and there are some very interesting and contrary thoughts about it. One thought that has not been explored but surely has been considered by Local Authority Leaders and Directors of services is that this could be a chance to save the local authority’s bacon: Over-hauling levels could be the pig’s ear that the LA could spin into its very own silk purse.

Ultimately, what really matters is the progress and the achievement within a particular discipline to a particular expected standard. That is never going to go away. The biggest issue with this is consistency in terms of accuracy of judgement. Anyone who has ever taken part in a staff meeting or inset on ‘benchmarking’ writing levels knows how difficult it is to attain consistency across a single table of teachers let alone a school’s worth. No matter what you agree on by the end of the day, in a year’s time some teachers will still be led by their own personal judgements on what constitutes a true level. Monitoring helps iron out the inconsistencies but it still occurs-especially during transition periods (you know that bit in Term 2 where you see that no one has made progress and some pupils have gone backwards?). And that’s just in a single school: imagine the variation across the country.

Whatever system you choose, you are still going to have this issue. Standardised testing is meant to put a big sticky plaster over this as it levels out the playing field. Now we can clearly measure progress from KS1 to KS2. Not really…we can measure how one adult judged a pupil’s writing against how a different adult judged the same pupil’s writing  (well, two pieces of writing completed within 45 minutes) four years later.

We could have more standardised testing. Yearly SATS that do not rely on personal interpretations of level descriptors but instead, give scores within each element of reading, writing and maths; which in turn track the levels of achievement for each child. This has already been introduced in the Y1 phonics screening and the Y6 SPAG tests so why not stretch across the entire school. Easy. No margin of error and with a pass score everyone can understand.

I don’t really fancy this idea but then I do quite like curriculum level descriptors. They provide a structure of progression that allows us (teachers, pupils and parents) to see what areas of reading, writing and maths need to be developed through quality teaching and learning.

The problem is not with how we assess but when. This is where local authorities could really challenge the status quo and perhaps develop a more robust way of measuring pupil progress and achievement and therefore the performance of its schools.

What about, doing away with end of Key Stage tests? Pasi Sahlberg, an educationalist from Finland (one of the world’s top performing countries in terms of standards of education) said that too often standardised tests were seen as ‘end points’ used to judge the final score at the end of a particular phase in a child’s educational career. Instead they should be seen as a ‘check point’ throughout a longer journey.

So why not assess pupils at certain times in their life as opposed to certain times during the school calendar. Age appropriate assessment could allow us to see if the pupil is achieving as well as their peers of a similar age. This would either mean testing pupils on their birthdays (oh alright the day after, honestly, you Liberals!) or ensuring that we accurately match level descriptors and developments with age expectations rather than end of year expectations. This would allow us to track progress fairly and in relation to every pupil in any school-it would be a far better form of standardisation than getting a cohort of pupils to sit the same test at the same hour on the same date. So don’t throw away your level descriptors just yet but get ready for a new assessment timetable and tell the unions we may need to boycott SATs for the next two years.

It would need a bit of careful thinking, a lot of professional trust and a significant amount of communication between schools. These are all things that a local authority could organise and provide and if applied across a whole city could support consistency as well. It would also move us away from the obsession of reinventing the wheel in terms of finding the next approach to assessment and chasing fads to prove tiny bits of short lasting impact. Responsible assessment followed by appropriate and effective input all sewn up by the language of ‘age’ that everyone understands. By giving schools the ‘freedom of choice’ Michael Gove may have unwittingly provided local authorities with a unique opportunity to start an educational revolution and in doing so, cement their place on the educational landscape.

Seizing Success Conference – Day three

Image(Sorry for any grammatical errors but I’m writing this on a phone)

Despite my best efforts and Birmingham’s extensive number of shops, I failed to purchase a pair of trousers. This is unbelievable; it’s not as if I have specialist tastes. I found one pair I liked (it had nice blue turn-ups) but when I picked them up I realised they were in fact a pair of shorts and I didn’t fancy attending our final evening meal with my knees bare. So it was back to the suit trousers.

Anyway, day three signalled the beginning of the end with a talk by Ben Page; Chief Executive of Ipsos MORI. An hour of statistics flew by where we discovered that people’s perceptions of ‘truths’ were influenced more by the media and their age as opposed to statistical fact. Most interesting was how even when gathering opinions to create statistics, the language of questioning was highly important. For example:

You are told that you have a life threatening illness. There is an operation you can have. The Doctor tells you a statistic that may help you make an informed decision: Half the people are told that:

In the last two years, out of all patients that had the operation, 75% of them continued to live for another 5 years.

The other half are told:

In the last two years, out of all patients that had the operation, 25% of them died within the next 5 years.

Despite the ‘Maths’ being identical, more people chose the operation when presented with the 1st statistic.

Very interesting, although those of us that have ever been presented with a Raise Online pack where there are significant amount of BLUE will have a firm understanding of the power of language when reporting statistics (‘lies, damn lies and statistics’ I believe the quote goes).

Next up was Pasi Sahlberg, a school improvement activist from Helsinki who was talking to us about the Finnish model of educational reform. He was a measured and quiet speaker whose messages rang out loud and clear. The talk focussed on the pitfalls of the Global Educational Reform Movement (GERM) that is sweeping its way across the UK and many other countries; that focusses on Competition, Standardisation, Test Based Accountability and Choice. The ‘Finnish Way’ changes these to Collaboration, Creativity, Trust Based Responsibility and Equity.

One point Pasi Sahlberg made really clear was that Finland didn’t set out its goals to be ‘the number one education system in the world’ but to create an educational system that reflected the needs of its children. Now as it happened, in doing this, they have pretty much got the number one education system in the world BUT by proxy as opposed to target. He also talked about the level of professionalism and talent needed in order to become a teacher. He presented a statistic that Ben Page would have been proud of on the number of student teacher applicants compared to the number of accepted places and graduates. I haven’t got the figures but think of a bar chart with one massively tall bar on the left and a really tiny small one on the right and you get the basic idea. It’s tough to become a teacher in Finland and no fast tracked system would ever cut the mustard.

The highlight was possibly Pasi’s offer to Gove to come and visit Helsinki for three days in order to see the principles and practice of their education system-not to copy but to observe and see how anti-GERM it is. Around the conference hall you couldn’t quite distinguish between the noise of applause and the noise of hands in pockets trying to find enough loose change to pay for the plane ticket. Seriously Mr. Gove, that’s a very kind and generous offer from Pasi, you would be silly not to take him up on it.

Next up was Chris Holmes, a Paralympic swimmer, owner of NINE Olympic gold medals and Director of 2012 Paralympic Integration. This was a truly wonderful, inspiring, moving and at many times hilarious speech. He talked about breaking through the barrier of blindness to fulfil his dreams of becoming an Olympian and the journey of helping to create and broadcast to the world the greatest Olympic and Paralympic games the world has ever seen.

I can’t even try and convey on how many levels Chris’s speech inspired the room. What resonated was the repeated notion of not focusing on what the end result would be: instead focus on the tiny improvement you have to put in place today. Combine that self-determination with a complete trust in the team around you and the end goal will soon be in sight and ready for winning.

Finally we had Jim Lawless who holds the record for the deepest free dive in the UK and also trained to be jockey in one year-despite being too old, too fat and never having ridden a horse before. It was a master class in ‘motivational speaking’ and I don’t mean that as a back handed compliment. He was very funny and made some poignant points on the notion of tackling your inner demon or ‘taming your tiger’ in order to achieve your goals.

My final thought that I took away from Jim’s talk was the idea of your life being a book and only you are holding the pen. (Now at this point, I would normally roll my eyes, vomit and ask for my money back) but to be fair to Jim he put it across very well (well he is paid for this so you would hope so). If your life was a book, it would only have a certain number of pages before it ends, so what are you going to do on each page to make sure that when you reach the end it was all worth it? Again, this mirrors the idea of the little steps that you need to do in order to win big. Plus he did get the whole room standing up, squatting pretending to ride a race horse which is something Charlie Taylor might want to work into his routine next year.

And that was in. Jane Creasy said goodbye, I picked up my packed lunch, went around the exhibition room one more time to see if there were any more free pens, sweets, bags I could take home and off I went.

As my first ever conference I thoroughly enjoyed it and as it went on and I saw more and more and more people talk on a variety of different things, the more clear and focussed the overall lessons became.

And all of that in one pair of trousers!

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