Over time, as it becomes more established, this body could play a more direct role in shaping teaching policy and certification requirements. End the high-stakes consequences of regular appraisal that hinder its developmental function. Regular appraisal results should not be used to determine salary bonuses, and eligibility for career advancement should be based on a minimum threshold rather than requiring teachers to obtain the highest marks on their regular appraisals. These changes should be made as part of a broader reform to the career advancement appraisal (see Recommendation 3.4.2). For those teachers w'ho do not pursue career advancement, the regular developmental appraisal could be balanced by the externality of a periodic appraisal for recertification to provide adequate quality assurance and accountability.