performance management how to get the most out of the process
TRANSCRIPT
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PERFORMANCE MANAGEMENT
HOW TO GET THE MOST OUT OF THE PROCESS
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THE PURPOSE OF APPRAISAL
• To fulfil a statutory responsibility
• Governors are accountable to OFSTED for the appraisal process and annual pay progression results
• School improvement and raising standards
• Value for money use of public funds
• Personal professional development
• Managing teacher performance
• To make an assessment of a teacher’s overall performance for the year, which make have an effect on any pay award
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HOW DOES THIS AFFECT MY APPRAISAL?
• You will still be assessed against three criteria:
1. Your performance, values, behaviours and conduct and how they compare with the Teachers’ Standards
2. Your role in school
3. Whether you have achieved your performance management objectives
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IMPLICATIONS: WHAT HAPPENS IF I FAIL TO MEET MY PERFORMANCE
CRITERIA?
• Between MPS1 and 6, it would mean that you would not get that pay progression for that year
• However, once you have gone through threshold, there is a requirement that you have to maintain the performance expected at that level of additional salary
• If, over a period of time, your performance had dipped and not recovered, it would lead to the capability procedure
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WHAT DO I NEED TO KNOW AND DO?
• Check both the pay policy and performance management policy
• Become familiar with the Standards and make sure you understand them
• Look at the Standards Audit that is appropriate for your current/potential level of pay together with your line manager. Completing the Audit could help you both to identify areas of strength and personal areas for development
• Have evidence ready to show what you have done and the impact you have had
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WHAT DO I NEED TO KNOW AND DO?
• Use the guidance sheets of for each of the 8 Teacher Standards to help you and your line manager to agree evidence that you are going to use to help demonstrate that you are meeting/have met your objective(s) (see Notrenet)
• Check and discuss your role with your line manager annually, using your job description
• Make sure you know your current pay point and whether you are eligible for pay progression. Discuss this with your line manager.
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PERFORMANCE MANAGEMENT MEETINGS
• It is the responsibility of your line manager to know how well you are doing throughout the year and to provide support/advice if you may be at risk of not meeting any of the three aspects of your work that will be assessed:
• Your performance and conduct in relation to the Teachers’ Standards
• Your role
• Your performance objectives
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PERFORMANCE MANAGEMENT MEETINGS
•Therefore (s)he will meet you several times during the year to check that you are on track and to acknowledge and celebrate your effort and successes
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SETTING APPROPRIATE AND EFFECTIVE OBJECTIVES
• Objectives should:
• be SMART – specific, measurable, achievable, realistic, time-bound
• have sufficient challenge for the appraisee
• contribute to overall or specific school improvement
• complement and develop the appraisee’s skills, knowledge, experience or effectiveness
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SETTING APPROPRIATE AND EFFECTIVE OBJECTIVES
• be related to the appraisee’s role and accountabilities
• be related to the appraisee’s teacher standards
• be assessable
• Is professional development is required for the objective to be achieved? If so………………….
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ASSESSING AND MONITORING PERFORMANCE
• Success Criteria:
• What will a successful outcome to the objective look like?
• The actions needed to achieve a successful outcome become the success criteria
• Monitoring arrangements and evidence:
• You should then be able to identify the actions (you need to take) and related dates for you both to monitor and review progress
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AND FINALLY…
• You will find this power point and all the other information and guidance* you need in the staff section of Notrenet
• * including: the Professional Standards for Teachers, NDHS PM Objectives, Self Evaluation Audits, Guidance on Evidence to Meet the 8 Standards and FAQs
• The relevant school policies on pay and performance management can be found in the School Policy Folder (see Cornerstone for the link)