It sets out the overall “roadmap” for the three years ahead, with a focus on the school’s key priorities and action plans. It is conceived as a living document that all school staff will use as a reference point in evaluating, developing and improving their work. It is the duty of each school’s Board of Governors to ensure that training and development needs that are identified through PRSD are reflected in the SDP and that corresponding opportunities for professional development are made available to all teaching staff. For example, the Czech Republic, Estonia, Israel, Korea and Poland have established appraisal processes specifically designed to make promotion decisions and Chile, Korea and Mexico have developed explicit reward schemes to compensate high-performing teachers through rewards or one-off salary increases.