Teaching is one of the most important jobs in this country, the head of education at Policy Exchange has said, as a new report suggests that a performance-based pay system could help attract more graduates. Jonathan Simons from the think-tank said:
We want to treat teachers like professionals. And we want schools to have the flexibility to reward and retain their best teachers and to use them to improve outcomes for young people. That's why we believe that performance-related pay is necessary in English schools, and why we think so much of the ideological opposition to the reforms is misguided.
But we agree with the thoughtful teachers who support this in principle but are cautious about how this will be implemented. To see the benefits we need to have a carefully designed system that works properly and that is transparent and fair.
Under a performance-related pay system, rather than a time-based system, top teachers could be able to earn as much as £70,000 a year within an estimated five to eight years, according to a new report.
The paper says that this could attract more graduates to the profession, driving up the quality of teaching in schools across the country. According to the Department for Education, the current salaries are:
Qualified teachers in maintained schools currently earn a minimum of £21,804, or £27,270 in inner London
Senior teachers can make up to £57,520, or £64,677 in the capital
Head teachers can reach a salary of between £42,803 and £113,303.
Top teachers could earn up to £70,000 a year under the new performance-related pay system, according to a new report.
The best performing teachers could be earning higher wages within a much quicker time frame under the format, which is expected to improve standards but must be fair, transparent and reward real excellence, think-tank Policy Exchange warned.
In a paper released today, it welcomes the move - which came into effect in September - and notes that while pay in itself is not the primary motivator for the majority of teachers, those who perform best should be rewarded.
But it also recommends the system include an evaluation based on several measures, not just test or exam scores, which takes place over more than one year to reduce volatility in results and to allow staff to adjust to the new assessments.