Performance Management Part D: Appraisees

1. Performance ManagementPart D: Appraisees An Introduction to the Revised Performance Management Arrangements and the role of the Appraisee January 2011 (to be implemented by 1st January 2013)

2. Objectives of the Session • Understand the requirements of the revised regulations and how to implement them effectively • Review the role of the performance management in raising standards in your school • Review how performance management becomes embedded in the broad context of the improvement process of the school • Review the operation of the performance management process including the roles and responsibilities of those involved • Understand the role of the appraisee Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

3. Recap and Overview of the Revised Performance Management Requirements Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

4. Revised Requirements Timescale • Revised regulations introduced January 2012 • Move to the revised arrangements by 31st December 2012 Revisions • Performance management is explicitly linked to • professional standards • whole school and national priorities • pupil performance data • Greater Local Authority involvement in the school’s performance management process • Estyn has access to the headteacher’s performance objectives Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

5. Purpose of Performance Management ‘Performance management helps schools to improve by supporting and improving the work of head teachers as individuals and leaders of school teams. It sets a framework for teachers and leaders to agree and review priorities and objectives in the context of the school’s improvement plan. It focuses attention on making teaching and leadership more effective to benefit pupils, teachers, and schools.’ Welsh Government Guidance April 2010 Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

6. Role of Performance Management in the School Improvement Process Performance Management supports • schools to improve by supporting and improving the work of practitioners as individuals and in teams • teachers to meet the needs of children and raise standards Performance Management demonstrates the school’s to • develop all practitioners effectively • ensure job satisfaction • high levels of expertise • the progression of practitioners in their chosen profession Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

7. The Appraisal Cycle Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

8. The Appraisal Cycle • The headteacher will determine the timing of the appraisal cycle for every teacher • The governing body must determine the appraisal cycle for the headteacher • The length of the appraisal cycle will normally be one year Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

9. The Appraisal Cycle ReviewingPlanning Self reflection Appraiser Self analysis Review meeting and Strategic analysis Appraisal statement Appraisee Setting objectives Agreeing objectives Monitoring Informal in-year reviews Teaching observation Other agreed sources of evidence appropriate to the teacher's role Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

10. Role and Responsibilities of the Appraisee Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

11. Roles and Responsibilities in thePerformance Management Process Key Players • The governing body/the relevant body • The headteacher • Appraiser(s) • Appraisee • The Local Authority • The Welsh Government Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

12. Role of Appraisee • Discuss, plan and set objectives with their appraiser(s) • Participate in monitoring and review arrangements • Discuss and identify professional development needs Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

13. Responsibilities of Appraisee Appraisees must: • discuss setting of objectives with appraiser, taking notice of the context of the school , job description and the appropriate professional standards • facilitate the process by identifying and providing relevant data and evidence of performance • participate in monitoring arrangements • maintain an up to date practice and review development record • contribute to the annual review against objectives and overall performance • discuss and identify professional development needs to support professional practice Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

14. Knowledge and Understanding Appraisees need knowledge and understanding of: • the context of the school • whole school performance data including the All Wales Core Data Set • the school’s improvement priorities • Local Authority and national improvement priorities • pupil level data and information on the teaching groups for which they have responsibility • the Revised Professional Standards for Education Practitioners in Wales • the performance management procedures. Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

15. Reviewing Performance Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

16. The Annual Appraisal Meeting A formal opportunity to: • recognise achievements and celebrate successes • discuss areas for improvement • agree future priorities, including objectives for the following performance management cycle Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

17. The Performance Review • The appraiser(s) and the appraisee must hold an annual appraisal review with the object of • Assessing the extent to which the appraisee has met the objectives for the cycle • Determining whether there has been successful overall performance in confirming that the appraisee has met the professional standards for teachers • Identifying the need for additional support training and development • The appraisee(s) Practice, Review and Development (PRD) should be taken into account when reviewing performance Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

18. Preparing for the Annual Review of Performance • Allocate adequate time for the review • The appraisee(s) must be informed in writing of the date of the review meeting at least 10 school days in advance, and in writing • The Practice, Review and Development (PRD) Record to be sent to appraiser(s) at least 5 days ahead of the review meeting Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

19. Preparing for the Annual Review of Performance • Determine how records will be kept and appraisal statement written • Identify data and appropriate evidence to be used in keeping with the regulations • Decide how the objectives from the previous cycle are taken into account • The appraisee should undertake self reflection prior to the meeting using the appropriate professional standards • Agree monitoring and review arrangements Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

20. Appraisee Self Reflection The appraisee should consider performance against: • Their own assessment of performance against the objectives and professional standards • Evidence of performance in the round • The benefits of any professional development undertaken • Any in-year reviews that have taken place • Any factors which affected performance • Possible objectives for the next cycle Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

21. Documentation to be considered • Any relevant school performance data and information • School Improvement Plan/Area plan • The school/area self evaluation report • Post Estyn inspection plan • The revised Professional Standards for education practitioners in Wales • Relevant materials from local authority reviews including the regional categorisation matrix Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

22. Preparing for the Annual Review of Performance • Allocate adequate time for the review • Teaching observations should be agreed in advance with notice of at least 5 school days • Teachers should have advanced notice of the date of the review meeting • Practice, Review and Development (PRD) Record to be sent to appraisers at least 5 days ahead of the review meeting Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

23. The Appraisal Statement • Written statement must be provided by the appraiser(s)within 10 school days • Training and development needs must be provided in an annex • Appraisee may add comments to the statement within 10 days • This will form part of the statement • The Appraisal statement is personal and confidential Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

24. Setting Objectives Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

25. Setting the Objectives • Three objectives would normally be sufficient • The appraisee’s objectives should: • contribute to improving the progress of pupils at the school • Take account of relevant evidence including school performance information • Be focused on key expectations and developmental priorities on which evidence based judgements can be made Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

26. Objectives need to be:- • Clear: offering no possibility of ambiguity or confusion about the intended outcome. • Concise: using as few words as possible to convey the intention. • Measurable: expressed in such a way that criteria can be agreed which will demonstrate whether or not the objective has been achieved. • Challenging: sufficiently challenging, taking into account the circumstances of the school, to bring about significant improvement. • Developmental: supporting the improvement of the school and the appraisee Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

27. Identifying Professional Development Needs Professional development should: • support the enhancement of knowledge and skills • support agreed objectives • develop strengths • address areas for personal development or professional growth Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

28. Monitoring Performance Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

29. Monitoring Performance • Monitoring procedures should: • be discussed and agreed at the planning meetings • include a variety of methods • Progress should be monitored throughout the year • Sufficient appropriate evidence should be gathered to ensure secure judgements • The appraisee must keep an up to date Practice Review and Development (PRD) Record Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

30. Monitoring Activity There should be a variety of monitoring activity that gathers sufficient appropriate evidence in order to ensure secure judgements are made. The evidence can be gathered from various sources including:- • In-year meetings between the appraiser(s) and appraisee • The appraisee’s Practice, Review and Development Record • School improvement/area improvement plan • School performance data and information • The school’s on going self evaluation process • Teaching observation (where appropriate) Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

31. Teaching Observations • Nature, purpose and focus agreed between appraiser and appraisee agreed prior to observation • Observers must hold Qualified Teaching Status (QTS) • Observations should take place during lessons and activities that have been planned in advance • At least 5 school days notice is required • Minimum of one observation per year – more are permissible by agreement Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

32. Reflection and Discussion A. In what ways do the appraisees • discuss setting of objectives with their appraiser(s) within the context of the school, job description and the appropriate professional standards? • facilitate the process by identifying and providing relevant data and evidence? • participate in monitoring arrangements and maintain an up to date Practice and review development record? • contribute to the annual review against objectives and overall performance? • discuss and identify professional development needs to support professional practice? B. Is performance management embedded in the improvement process of the school? C. Are there any aspects of performance management that could be improved? Use prompt sheet 4 to facilitate discussion Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

33. Role of Appraiser • Agree and record objectives with appraisee • Monitor and review performance throughout the cycle • Discuss and identify professional development need • Prepare the annual appraisal statement • Make a recommendation on pay progression where the appraisee is eligible for pay progression under the School Teachers’ Pay and Condition Document (STPCD) Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

34. Best practice in Performance Management... is characterised by: • a commitment to the attainment and welfare of pupils; • an appreciation of the crucial role that teachers play; • a commitment to the performance and welfare of staff; • an atmosphere of trust between the teacher and appraiser, which allows for rigorous evaluation of strengths and identification of areas for development; • an encouragement to share good practice; • the integration of performance management into the overall approach to leading and managing the school. Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium

35. And finally.... ‘Performance management focuses attention on making teaching and leadership more effective to benefit pupils, teachers and schools.’ Performance Management for Teachers WG 073/2012 Part D - Performance Management Arrangements for the Appraisee South West and Mid Wales Consortium