Presentation on theme: "Performance Reviews Jennifer Hall Learning and Teaching Resources Coordinator Sandra Murtagh Human Resource Coordinator Jenny Needham Library Technician."— Presentation transcript:
1 Performance ReviewsJennifer Hall Learning and Teaching Resources CoordinatorSandra Murtagh Human Resource CoordinatorJenny Needham Library Technician
2 Bendigo Senior Secondary College Library PR Sandra Murtagh, Human Resource CoordinatorJennifer Hall, as Library CoordinatorJenny Needham,Library TechnicianDale Pearce, Principal
3 Bendigo Senior Secondary College Library PR 44 SSO staff3 Library TechniciansAnnual ReviewsAligned to annual increments
4 Why have Performance Reviews? Goals:Foster staff developmentIncrease communication between managers/coordinators and SSOsProvide valuable feedback about performanceRecommend strategies for professional growth
5 Successful Performance Reviews Are:Designed wellAdministered by trained supervisorsSupported by your Principal
7 Performance Review New SSO Agreement The performance and development arrangements for SSOs are generally unchanged from the Victorian Government Schools – School Service Officers Agreement 2001.Victorian Government Schools Performance and Development Handbook, September 2005 provides guidelines and pro-formas.
8 Performance Review The performance and development arrangements for school staff are designed to:Support the school in meeting its responsibilities to students, parents & to government through linking staff performance with achievement of school government objectivesProvide feedback on performance which will:
9 Performance ReviewEnhance the capacity of staff in promotion positions to apply the leadership and management competencies required in their positionsRecognise effective performance through salary progression andProvide a supportive environment for improving performance where the required standards are not met.
10 Performance ReviewThe Victorian Government Schools – Schools Service Officers Agreement, 2004 advises that salary progression, within a salary range, for SSO’s is NOT automatic and will be linked to performance standards.
11 Performance Standards Be acquainted with and effectively carry out, the responsibilities of the position as set out in the relevant position descriptionSeek feedback on, and improve knowledge and skillsAct in a professional manner with colleagues and, where appropriate, with students and parent/guardians
12 Performance Standards Promote a safe and supportive school environmentUnderstand and act in accordance with the school charter (strategic plan) code of practiceBe acquainted, and act in accordance, with the goals and priorities set out in the school charter (strategic plan)
13 BSSC ProcessModel developed by a team of SSO staff representative of all areas within the school. The team discussed professional development requirements as well as performance review processes and proformas.model retained as supported by SSO staff and newly appointed Principal with minor changes to reflect alignment with DE&T requirements.
14 Performance Review Examples Department of Education & Training Bendigo Senior Secondary College SSO1Bendigo Senior Secondary College SSO2
15 HR Coordinator Role Assigns each SSO a reviewer (immediate supervisor) Raises performance & development proforma for each SSO member and inserts information from HRMSAdvises all SSO’s and reviewers of the process and timelines via letterDistributes performance & development documents to SSO’s
16 Performance ReviewSSO completes the ‘self review‘ section of the performance and development pro-forma and passes on to reviewerReviewer completes reviewer’s assessmentReviewer arranges review feedback meeting with SSO
17 Performance Review Review feedback meeting occurs Reviewer & SSO discuss the review outcomeGoals & objectives & professional development plan developedAt the completion of the review feedback meeting the reviewer and the SSO add comments as requiredDecision made as to whether SSO has met standards. (Principal must make this decision)
18 Performance ReviewPerformance review documentation forwarded to HR Co-ordinator for HRMS notificationA copy provided to SSO and a copy on personnel fileHR Co-ordinator to implement PD for SSO staff as per Professional Development Action Plan
19 Professional Development Planning SSO identifies professional development to be undertaken -supports ongoing learning/career aspirations andimproves capacity to undertake their role effectively.
20 Professional Development Planning Support to assist SSO to meet performance standards in context of dutiesSchool-based development opportunitiesStatewide & Regional professional developmentAccredited courses for SSO’s within the SSO ATFSSO’s perceptions of their level of knowledge/skills
21 Performance Review Grievance Procedures SSOs may lodge a grievance IAW Teaching Service Order 191.
23 From Coordinator’s Perspective Opportunity to meet with SSO staff to assess performanceOpportunity to develop further planning and address personal and professional goals of the SSO
24 Library Coordinator’s Role Initially discuss procedures with Sandra as our HR Coordinator. This ensures that the process is carried out equitably across all areas of the college for all SSO staffDiscuss process with our Library Technicians individually and distribute paperworkProvides for an opportunity to answer any initial questions or concerns and outline timelines
25 Library Coordinator’s Role Complete the appropriate reviewer’s formsRefer to position descriptionRefer to team goals and strategic plansRefer to ongoing review material throughout the year – De Bono thinking
27 How To Approach a Performance Review Planning is the key to holding a constructive performance review.Consider the areas you perform well in. Note down all major achievements for the yearLook at the areas where you think you could improve. Disclosing these demonstrates your insight and commitment to improving performanceList additional goals and objectives, with suggestions for how they might add value to your job
28 How To Approach a Performance Review Identify any work processes that could be improved and be valuable to the library. Any suggestions even if they are not implemented demonstrate that you are motivated and genuinely interested in improving the libraryTry not to take criticism personally. Look at suggestions for improvement as areas that you need to work onHave a list of goals you would like to achieve in the following 12 months, and professional development you might like to attend
30 Consultation with Coordinator Compare all formsDiscuss any similarities and differences in commentsDiscuss professional development optionsReview library and college strategic plans to ensure there is correlation
31 Advantages and Disadvantages Opportunity to identify and acknowledge SSO performanceOpportunity to praise and offer constructive criticism as appropriateOpportunity to complete strategic planning and improve team performanceCan be stressful if not handled well by coordinatorPotential for competitiveness between staffOf little value unless followed through over the next 12 months
32 Advantages of Performance Reviews Potential to increase job satisfaction and understandingWill identify areas where development is neededCan establish agreements on professional development goals for both the individual and the departmentEnable work processes to be continuously monitored and improved where necessaryKnowing what is expected of me outlines to my coordinator what is expected of her.
33 Advantages of Performance Reviews Gives me an opportunity to comment on my own performanceHave found it valuable to gain performance feed back and recognitionHas increased my self assessmentHas promoted teamwork, our team is more productive when everyone works towards agreed goalsGives me a time to discuss progress, challenges and accomplishments.
34 Disadvantages of Performance Reviews The things I felt when first asked to be appraised were:- Stressed - Threatened - Apprehensive - Nervous / Worried I cannot live up to expectations of the manager or departmentYour manager/coordinator may not be in a position to observe or give relevant assessment to certain dimensions of performance.
35 Disadvantages of Performance Reviews You could feel disadvantaged or have results biased by a manager who may have a personal bias against you. This can also work from an opposite perspective, if there was a close connection between the two parties, certain deficiencies may be overlookedCan promote unhealthy competition between employeesVariation in results due to factors beyond my control. This could be avoided though by having regular meetings
36 Concerns about the Performance Review Get the facts without getting defensiveAsk for a second meetingAsk your manager to explain each criticismConsider a consultation with a Human Resources ManagerSuggest things you can do in the following 12 months to improve your performance
37 If your performance review is successful… You will leave feeling motivated and excited about your jobYou will feel acknowledged, appreciated and fairly rewarded for past effortsYou will become (or continue to be) a valuable asset to the future success of the library.
38 Bendigo Senior Secondary College Library PR Sandra Murtagh, Human Resource CoordinatorJennifer Hall, as Library CoordinatorJenny Needham,Library TechnicianAny Questions?