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Early career teacher (ECT) induction: performance management and pay

Understand the types of formal and informal assessment you need to carry out during an ECT's induction, and actions to take if they're not progressing. Plus, find out about pay rises and appraisals after the induction period ends.

Last reviewed on 27 August 2024
School types: All•School phases: All•Ref: 43758
Contents
  1. Roles and responsibilities 
  2. Hold performance reviews and assessments throughout the induction period
  3. Provide extra support immediately if the ECT isn't progressing
  4. If an ECT fails induction or has it extended 
  5. After induction: pay rises and appraisals 

See our summary of early career teacher (ECT) induction for an overview of the induction process for your ECTs.

Headteacher The headteacher is expected to:  Make sure ECTs receive a programme of training that helps them understand and apply the knowledge and skills set out in the evidence and practice statements in the Early Career Framework (EFS) Choose the approach to delivering induction that best suits the needs of ECTs and their mentors Appoint an induction tutor and an induction mentor for the ECT, and make sure they both:  Hold qualified teacher status (QTS) Have the skills and knowledge to do the role Have enough time to carry out the role effectively Make sure the ECT's progress is reviewed regularly, including through observations and feedback of their teaching Make the governing board aware of the support arrangements in place for the ECT Maintain accurate employment records and ensure that record keeping and monitoring is done in the least burdensome way Learn more about the headteacher’s role in the