PRP Survey for School Leaders

Thank you for participating in this survey on Performance-Related Pay (PRP) implementation in the education sector.

This survey is specifically tailored for school leaders who are currently leading schools who have utilised, or are still utilising performance-related pay mechanisms. If you are a teacher, please complete the teacher-specific Performance-Related Pay survey.

If your staff's progression along the pay scales is contingent upon their end-of-term appraisal and annual performance evaluation, or experienced teachers need to demonstrate necessary criteria to ascend to the upper pay scale, it signifies that your institution operates within a performance-related pay framework. 

In this survey, we aim to gather insights from school leaders who operate these systems, aiming to comprehensively understand the landscape of performance-related pay within the educational sector.

Your feedback will help us understand the impact of PRP on teacher motivation, performance, and student outcomes. Please be assured that all information you provide will be treated confidentially and anonymously, in accordance with ethical guidelines for research involving human participants.

To ensure your anonymity, we've implemented measures to safeguard your privacy including 'no email address collection' to make a survey that allows to you to remain anonymous. We kindly ask that you refrain from including any information in your free text responses that could personally identify you, such as the name of your school and your position within it.

Additionally, in accordance with regulations concerning special category data, we request that you avoid disclosing your racial or ethnic origin, political opinions, religious or philosophical beliefs, or trade union membership in the free text boxes.

As a result of our measures to ensure anonymity, you can withdraw with ease up until the point you complete the survey. 

See here for Birkbeck's data protection policy. If you have concerns about this study, please contact the School’s Ethics Officer, Dr Sarah Marks at: sshpethics@bbk.ac.uk

Many thanks for your participation.

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By continuing with this survey, you acknowledge that:


Your responses will remain confidential, and data will be anonymised and aggregated for research purposes.

The information collected will be used solely for research purposes and will not be shared with any third parties.

Your participation in this survey will contribute to advancing knowledge in the field of education.

Please indicate your consent to participate in this survey by selecting the appropriate option below:

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What is the status of Performance Related Pay mechanisms in your school?
Clear selection
If you answered to the above 'historically' - do you know why it is longer used?
Please briefly describe the key components of the PRP system in your school. This could be: 

Moving up the Main Pay Scale (MPS) contingent on targets or linked to performance management

Targets might related to pupil attainment, participation in school life, behaviour management, contribution to subject planning

An application process for the Upper Pay Scale (UPS)

Certain criteria may be needed to be documented in order for an experienced, individual teacher to move up to the UPS tier.

Rewards for good work performance

This could be incentives with monetary value, like vouchers or extra days off during term time as rewards for exceptional performance.

If your school no longer uses PRP, please comment on how it worked in the past...

How transparent is the policy of Performance Related Pay in your school?

If your school no longer uses PRP, please comment how you perceived it at time of use.
Not transparent at all
Very transparent
Clear selection
How do you perceive the fairness of the PRP system in rewarding teacher performance?

If your school no longer uses PRP, please comment how you perceived it at time of use.
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Not at all fair
Very fair
Do you have any comments you wish to make about the transparency and fairness of Performance Related Pay in your school?
Is Performance Related Pay ever used to highlight poor work performance for the academic year?

If your school no longer uses PRP, please comment on how it was used.
Do you believe that staff feel motivated to improve their professional performance as a result of the PRP system?

If your school no longer uses PRP, please comment how you perceived it at time of use.

Do you believe that the PRP system provides adequate recognition for staff efforts in your school?

If your school no longer uses PRP, please comment how you perceived it at time of use.

What do you believe to be the impact of PRP on your students?

If your school no longer uses PRP, please comment how you perceived it at time of use.

Did you noticed any changes in your staff's teaching practices or behaviours as a result of the system of Performance Related Pay?

If your school no longer uses PRP, please comment on how it was used.
What impact does Performance Related Pay have on collegiality (team spirit, good working relations) between teachers at your school?

If your school no longer uses PRP, please comment how you perceived it at time of use.
Do you have any additional comments, experiences or feedback regarding the PRP system and its impact on teacher motivation and performance in your school?
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