The changes introduced in successive Pay and Conditions Documents since 2012 have been significant, to say the least. All teacher pay progression is now performance related and with that comes the potential for fallouts and bust ups. Is your pay policy clear about the circumstances under which teachers will be awarded pay progression and precise about the criteria that have to be met? And are they equality proof? Local authorities and the trade unions produce their own models and most are a good starter, but schools should be wary of simply adopting these without checking that they fit your particular circumstances and ambitions.