What you need to know about… performance managing non-teaching staff

1. What you need to know about…performance managing non-teaching staff

2. (1) Recruit (1) Recruit (2) Induct (2) Induct (2) Induct (3) Appraise (3) Appraise (3) Appraise (3) Appraise (5) Manage (4) Perform (6) Warn (7) Dismiss

3. (1) Recruit • Brave new commercial world • Tempting to ignore the importance of support staff • Formal performance management can be time consuming and expensive • Treat the recruitment process like any other staff recruitment

4. Recruit Key Learning Point • Recruit the right person from day one… Biggest Mistake • Placing less importance on the recruitment of support staff over professional staff members

5. (2) Induct • Set the scene and tone for future employment • Explain what is required and expected of them • Explain what they can expect from the School

6. (2) Induct Key Learning Point • Communicate the ethos of the School and what is expected of them Biggest Mistakes • Assuming they know what is expected of them • Ignoring key review dates

7. (3) Appraise • Review how the employee is performing against the key aspects of their role, plus other generic issues (such as timekeeping, attitude etc) • Link the appraisal to their Job Description / duties • Complete an appraisal at least annually • Document and sign off the appraisal

8. (3) Appraise Key Learning Points • Implement an appraisal system and ensure you apply it • Be honest… Biggest Mistake • Being too nice in the appraisal (which causes difficulties if you later need to take formal action against the employee)

9. (4) Perform • Monitor staff performance – working with the responsible line managers • Be supportive – Is there any training / equipment / resources that could be provided to help them improve their performance • Does the employee have an underlying medical condition / disability – which affects their performance? • Link to the appraisal system (ensuring any performance concerns are fully documented)

10. (4) Perform Key Learning Point • Try and nip any performance issues in the bud – as early as possible Biggest Mistake • Not taking action soon enough – letting things ride

11. (5) Manage • Ensure the line manager is aware that it is their job to manage staff under their control • Ensure the line manager follows the School’s performance management procedure / policy • “Stop bullying me…” allegations • No claim of bullying • However, be aware of any protected characteristics • Be proactive

12. (5) Manage Key Learning Point • Be consistent in the management of staff (helps avoid potential discrimination claims) Biggest Mistake • Not acting through fear of being labelled a bully

13. (6) Warn • Be aware of the employee’s length of service (is there an opportunity to short cut the process) • 3 stage approach • (1) First written warning • (2) Final written warning • (3) Potential dismissal • Document everything (appraisals, invite letters, minutes of meetings, written warnings) • Follow the ACAS code • Give appropriate and realistic targets and timescales to improve • Offer the right to appeal with each written warning

14. (6) Warn Key Learning Point • Review your policies and tailor them to your needs – then ensure you follow them Biggest Mistake • Employees not knowing what is expected of them. Not giving realistic targets and timescales to improve

15. (7) Dismiss • Straight forward if the process has been handled correctly • Unusual to get to this stage. Many employees see the writing on the wall • Is there potential for a “compromise agreement”? • Offer the right to appeal

16. (7) Dismiss Key Learning Point • Should be straight forward if advice has been taken and policies have been followed throughout the warning process Biggest Mistakes • Not going through the warning process (first and final) • Previous warnings are weak

17. Any Questions… • Paul Scope • Partner, Employment Department • 0191 204 4352 • paul.scope@wardhadaway.com • Graham Vials • Associate, Employment Department • 0191 204 4383 • graham.vials@wardhadaway.com