Staffing and Appraisal Governor

Role Description

Staffing and Appraisal Governor

The LGB in a RLT academy has the responsibility to appoint the Headteacher by selection panel. The selection panel must include at least one Trustee. The Trustees and the LGBmay delegate such powers and functions as they consider are required to the Headteacher for the internal organisation, management and control of the school (including the implementation of all policies approved by the Trustees and the LGB and for the direction of the teaching and curriculum at the school).

The LGB shall be responsible for the appointment and management of all other staff to be employed at the school provided that the Local Governing Body shall: comply with all policies dealing with staff issued by the Trustees from time to time; take account of any pay terms set by the Trustees; adopt any standard contracts or terms and conditions for the employment of staff issued by the Trustees; manage any claims and disputes with staff members having regard to any advice and recommendations given by the Trustees. The LGB shall carry out the performance management/appraisal of the Headteacher and ensure that the performance management/appraisal of all other staff is properly carried out. The LGB shall put in place procedures for the proper professional and personal development of staff. The LGB shall establish a Pay Committee which shall be responsible for all decisions in respect of staff pay and in so doing shall ensure that they are made in accordance with the pay policy of the Trust.

The staffing and appraisal governor should be a part of school discussions regarding the staffing and appraisal processes with a focus on strategic planning which supports the school’s educational objectives and meets statutory requirements.

Key knowledge

The organisation’s annual expenditure on staff and resources and any data against which this can be benchmarked;
How staff are recruited to the organisation and how this compares to good recruitment and retention practice;
How staff performance management is used throughout the organisation in line with strategic goals and priorities and how this links to the criteria for staff pay progression, objective setting and development planning;
The remuneration system for staff across the organisation;
Human resource (HR) education policy and the organisation’s processes in relation to teachers’ pay and conditions and the role of governance in staffing reviews, restructuring and due diligence.

Key responsibilities of the role

Working with the Headteacher/lead staff member with responsibility for staffing and appraisal and meeting with them at least three times a year, the staffing and appraisal governor should:

review that the staffing and leadership structures are fit for purpose;
assess the appropriate implementation ofthe Trust’s robust and considered pay policy;
reviewand assess the process and implementation ofappraisal/performance management;
consider the budgetary implication of pay decisions and considers these in the context of the spending plan;
monitor the outcome of pay decisions, including the extent to which different groups of teachers may progress at different rates and check processes operate fairly;
chair the Pay Committee;
pay due regard to ensuring that leaders and teachers are able to have a satisfactory work/life balance;
review and assess the professional learning/continuous professional development opportunities for staff
review the induction process for new staff and statutory induction of NQTs;
monitor staff recruitment and retention rates.