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Effective Performance Management

Effective Performance Management. Session aims…. To provide an: Overview of the P erformance Management (PM) process for teachers - including head teachers Appreciation of the role of PM in the wider school improvement context U nderstanding of how to implement PM effectively

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Effective Performance Management

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  1. Effective Performance Management

  2. Session aims… To provide an: Overview of the Performance Management (PM) process for teachers - including head teachers Appreciation of the role of PM in the wider school improvement context Understanding of how to implement PM effectively Awareness of the key roles & responsibilities in the PM process

  3. What is Performance Management? “[PM] helps schools to improve by supporting &improving the work of head teachers as individuals &leaders of school teams.  It sets a framework for teachers &leaders to agree &review priorities &objectives in the context of the school's [development] plan.  It focuses attention on making teaching &leadership more effective to benefit pupils, teachers &schools.” Welsh Government Guidance May 2012

  4. What are the benefits? Whole School Improvement

  5. Key principles…

  6. PM Policy… Statutory requirement Sets out how PM is implemented Head teacher’s annual report to GB Subject to annual review

  7. Professional standards… Provide a backdrop to PM Help identify areas for further development Leadership Standards Practising Teacher Standards

  8. Agree & record objectives Monitor & review performance Discuss & facilitate CPD Prepare Appraisal Statement Make pay recommendation The Appraiser’s role…

  9. Be aware of the context Provide relevant data & evidence Participate in monitoring arrangements Maintain PRD record Discuss & identify CPD The Appraisee’s role…

  10. Other roles…

  11. The PM Cycle…

  12. Planning… Pre-meeting preparation required Setting PM objectives Agreeing monitoring methods Identify support & development needs

  13. The Appraiser’s preparation… Adequate notice & time for meeting Be familiar with relevant documents Consider which priorities are relevant Be aware of the CPD system

  14. The Appraisee’s preparation… Consider self-analysis & reflection Be familiar with relevant documents Focus on own & pupils’ needs Understand SDP & departmental priorities Consider need for evidence & PRD record

  15. Objective setting… Key expectations & developmental priorities Relevant Professional Standards SMART Take account of relevant evidence Usually 3 objectives Revision - in exceptional circumstances

  16. Whole-School Objectives The Golden Thread… Departmental Objectives Individual Objectives

  17. M S A R T Specific Measurable Achievable Relevant Time-bound

  18. Relevant information…

  19. Monitoring… Assessing performance against objectives Variety of monitoring methods Sufficient, appropriate evidence  secure judgements Final decision rests with appraiser

  20. Monitoring Methods

  21. Reviewing… Pre-meeting preparation required Review performance against objectives Identify additional support & development needs No surprises!

  22. The Appraiser’s preparation… Ensure adequate time for the meeting Provide at least 10 school days’ notice Be familiar with relevant documents, including appraisee’s up-to-date PRD

  23. The Appraisee’s preparation… Submit up-to-date PRD to appraiser at least 5 school days prior to meeting Consider reflecting upon the cycle Be familiar with relevant documents

  24. Appraisal Review Statement… Provide within 10 school days Brief record of review meeting Training & development needs Seek to agree wording Confidentiality

  25. Appeals… To be lodged within 10 school days Procedure in school’s PM Policy 3 possible outcomes No further right of appeal

  26. Performance Related Pay Other related issues… Performance Capability

  27. Remember… Follow the school’s PM policy / procedure Keep objectives SMART No surprises… Confirm actions / outcomes in writing Keep your records!

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