Performance Management Rhoda Ewings & Jocelyn Davis Personnel Officers Schools’ Personnel Team

Background Regulations and RIG Guidance Performance Management (Resources section) Model Performance Management Policy includes classroom observation protocol Pay Policy The revised regulations required planning statements to have been completed by 31 October 2007 for teachers and by 31 st December 2007 for head teachers Backdrop The revised professional standard Follows a cycle of planning, monitoring, support, professional dialogue and review Should link to the School Development Plan and School’s self-evaluation Will be posted at : wdocs/

The Performance Management Cycle Monitoring & Supporting Monitoring of performance throughout the cycle Provision of agreed support Evidence collection Ongoing professional dialogue Reviewing Overall assessment of individual’s progress against the performance criteria Recommendations for pay progression made for eligible teachers Judgement on overall performance No surprises Planning Objectives agreed Classroom observation and evidence collection agreed Performance criteria for the above agreed Support, training and development agreed Timescales agreed Source: TDA Performance Management Briefing and Planning event

Review The following evidence must be identified and shared before the meeting:  Evidence of progress towards objectives.  Evidence from classroom observations.  Other evidence The Process  No new factors, information or evidence should be introduced  And if the reviewee is eligible for pay progression, the reviewer should make a recommendation about pay progression based on the review  The outcomes should be recorded on the statement  The review meeting should be combined with the following cycle’s planning meeting

Common issues and problems Maternity leave Objectives Confidentiality – access to statements Classroom observations