The government has told the teachers' pay review body that it has been consulting teachers and others informally on how it proposes that the annual appraisals for all teachers would work.

The proposals are in a draft Performance Management Framework which the education department says will shortly be sent to all schools in England, with a similar document going out in Wales.

The draft document says: "Performance management works best when it is an integral part of a school's culture" and "is seen to be fair and open".

It also says pupils will benefit because there is "strong evidence that where schools and individual teachers are clear about what they expect pupils to achieve, standards rise".

At present, teachers progress up what is known as the pay 'spine' by annual increments to point nine on the scale - currently worth £23,193.

Changes

The education secretary envisages that things would stay much the same under the new system - unless the annual reviews of performance "indicate otherwise".

Teachers showing exceptional performance should be able to step up two pay points.

If performance is poor, the increment could be withheld and the teacher should get training and support to improve.

What teachers might have to achieve

The document gives examples of "challenging but realistic" objectives which teachers could be set in annual assessments of their performance:

1. Objective relating to pupils' performance for a class teacher

Tests show 60% of children, and 70% of boys, in a class of nine-year-olds, cannot do what the government's literacy strategy expects.

By the end of the following year, the teacher should substantially increase the proportion of children matching expectations, and reduce the gender gap.

2. Objective relating to pupils' performance for a head of maths in a secondary school

For two years, the numbers of children receiving top GCSE grades have not reflected their achievement in national curriculum tests two years earlier.

By the year 2000, the proportion of A* and A-grades at the school should increase to 15% of entries, from 8% in 1998.

3. Objective relating to pupils' performance for a primary school science co-ordinator

The school development plan has identified improving science teaching as a priority. Attainment in physical sciences is lower than biological sciences and several staff have expressed a lack of confidence in teaching science.

By 2000, attainment in biological sciences should match that in physical sciences.

4. Objective relating to pupils' performance for a special school deputy head

Ofsted has identified a need to improve pupil behaviour.

The deputy head should draw up a plan to increase, within a year, the proportion of classes where behaviour is acceptable.

5. Objective relating to pupils' performance for a class teacher at a special school

In 1998, a class of six pupils aged seven to nine were assessed for their ability to recognise letters. One third could recognise some.

By the end of the next academic year, five out of the six pupils should be able to recognise all lower case letters.

6. Professional development objective for a primary English co-ordinator

An experienced class teacher and English co-ordinator wants to develop skills ahead of applying for senior management posts.

He or she would be expected over the coming year to develop leadership and management skills.

7. Objective relating to social inclusion for a secondary school year head

Truancy increases sharply at a school among 13-year-olds, who fail to fulfil potential identified by their primary school.

Within a year, the attendance of 13-year-olds at the school should improve from 85% to 90%.

8. Objective for secondary school head or deputy

At a multi-ethnic school, some ethnic groups are under-achieving.

Over a year, the teacher would be judged on whether the attainment of under-achieving groups was raised and whether exclusions were reduced.