Making performance related pay (PRP) a fair and transparent process sounds straightforward, but it can be tricky. Whether you are coming to the end of your appraisal cycles or have already started a new cycle, ensuring that PRP is less of a challenge is something you can focus on throughout the academic year. We have identified four categories that will help you address PRP in your school.
How can this be achieved?
The trick (if you can call it that) is to ensure that there are no surprises for staff or line managers by the time you get to a PRP discussion. The whole process should be clear and transparent. This helps to avoid any awkward conversations which no one wants to have.
On the other hand, it also makes it easy to recognise and reward those staff who are achieving their goals throughout the year. This and all of the above helps staff to feel valued and supported which is something we all appreciate from our employers.
Our performance management software SchooliP can help with all of the above and has a proven track record of ensuring the four ways to make PRP less challenging.
We hope that you have found this article helpful. SchooliP is the simplest and most effective way to manage teacher and staff appraisal in schools. Elevating the status of performance management enables performance related pay discussions to be a transparent and fair process.
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