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

WE ARE

Ward Hadaway

Paul Scope

Partner | Employment Department

Graham Vials

Associate | Employment Department

WE ARE

Ward Hadaway

Experts in education

Newcastle | Leeds | Manchester

What you need to know about…performance managing

non-teaching staff



(1) Recruit

(2) Induct

(3) Appraise

(5) Manage (4) Perform

(3) Appraise

(2) Induct

(3) Appraise

(1) Recruit

(2) Induct

(3) Appraise

(6) Warn

(7) Dismiss



(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



(1) 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



(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



(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



(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



(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)



(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)



(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



(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



(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



(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



(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



(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



(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



Any Questions…

» Paul Scope– Partner, Employment Department– 0191 204 4352– [email protected]

» Graham Vials– Associate, Employment Department– 0191 204 4383– [email protected]

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

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