Performance Management

Common Misconceptions Appraisal Performance-Related Pay Targets and Objectives Motivation and Discipline

Definition Performance Management is about getting results. It is concerned with getting the best from people and helping them to achieve their potential. Help individuals and teams recognise their role in contributing to the goals of the organisation

Shifts in Performance Management FromTo Annual EventContinuous process AssessmentAssessment and development Superficial objectivesSpecific Objectives

Performance Management: What’s the point? Focus on effective teaching and leadership Help raise standards Increase teachers’ job satisfaction and develop professionalism and expertise. Framework for teachers,team leaders, to agree and review priorities and objectives within school’s improvement plans. Support teachers by regular professional discussions about work and professional development.

What does it mean for Teachers? Confidence and respect Professional dialogue - open, equitable & fair manner Entitlement to, & a duty to engage in, school-focussed CPD which is effective & relevant to their professional development, career progression & aspirations.

RAKESS Appraisal Policy

Video of Performance Management Poor Appraisal

Appraisal Appraisal is an Integral part of Performance Management.

Performance Management is like a car driving at optimal performance. Appraisal is the periodic tune up.

Key Differences Appraisal; Top down Assessment Annually Linked to Pay Performance Management; Continuous review process Strategic/Operational plans Staff Engagement

Appraisal Process Teachers Two year Performance Management Cycle Collect information- self evaluation form. Observation/ two lessons per academic year A discussion appraiser / Appraisee. Agreed statement main points of the discussion. Targets- identified training needs. A review meeting next year to identify progress.

DATEEVENTCOMMENT TERM LESSON OBSERVATIONS TERM TEACHERS SUBMIT STATEMENT OF INTENT RE CONTRACT EXTENSION JANUARY 2013 HEADS OF SCHOOL MAKE RECOMMENDATIONS TO EXEC. PRINCIPAL JANUARY 2013 SCHOOL MAKES OFFER OF CONTRACT EXTENSION FEBRUARY 2013 LESSON OBSERVATIONS TERM SELF EVALUATION BY TEACHERS APRIL 2013 APPRAISAL INTERVIEWSSTART:MAY-JUNE 2013

start of contract September observation term 1 observation term 2 appraisal interview term 3 observation term 4 observation term 5 appraisal interview term 6

Self evaluation sheet

RAKESS Appraisal RecordRecord

Appraisal and Salary Salary linked to performance-Effectiveness Incremental rise - reaching highest point on scale- based on appraisal Decision made in term 3 and 6 Head Teacher recommendation-Salary/ Retention of Staff Contract extension decision- Term 4 in January

CPD Establishing a clear focus for professional development is an essential element of the performance review. How can we improve professional Practice?

Focus on specific teaching and learning issues Opportunities for teachers to reflect on what they know and do already Opportunities for teachers to :understand the rationale behind new ideas and approaches ;see theory demonstrated into practice Experiment with new ideas and approaches in relation to their own pupils Regular and systematic coaching and feedback on professional practice over a period of time

How could we maximise CPD opportunities within school ? Observing a colleague teach; Establishing a working group to consider an area of teaching and learning,e.g group work, independent learning. Mentoring / Coaching from an experienced colleague; High quality training from someone with relevant expertise,e.g Pupil behaviour consultant, followed by support in the classroom. Consulting websites, DfES,NCSL

Coaching to develop effective teacher Performance Helping people to improve beyond their present capability.

Personal Development Plans Professional Portfolios