Performance management and appraisal The Fourth in ‘Learning to Lead’ Series From Bite Sized Training WELCOME Performance management and appraisal – is the fourth in a series of Bite Sized training resources designed to develop the skills and knowledge of those new to middle leadership in schools, colleges and academies. Other training in the LEARNING TO LEAD series include: Starting to lead Leading your team From Vision to Practice Dealing with difficult and challenging people In order to facilitate today’s training, you will need: Copies of the PowerPoint slides printed three to a page with space for notes for each participant Copies of the accompanying ‘Starting to lead’ handout for each participant Flip chart paper and marker pens All resources for this training are available from bitesizedtraining@gmx.com Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Outcomes from today By the end of this Bite sized Training you will be able to: Identify the characteristics of effective appraisals Describe a useful structure for the appraisal discussion Recognise the skills of effective appraisals. Suggest how appraisals can be followed up to maximise their impact. OUTCOMES FROM TODAY In most schools and colleges it is part of a middle leaders role to manage the performance of others. This is often done through formal and informal conversations that go together to form an appraisal of that person. Effective appraisal is central to the role middle leaders play in developing their teams and supporting outstanding learning and progress in school. By the end of this Bite sized Training you will be able to: Identify the characteristics of effective appraisals Describe a useful structure for the appraisal discussion Recognise the skills of effective appraisals. Suggest how appraisals can be followed up to maximise their impact. So, let’s consider why we need performance management in the first place. Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Why do we need to manage performance? ACTIVITY Consider your middle leadership role and your team: Why do we need to manage the performance of people in our teams? What do we mean by appraisal? What do you like about your own appraisal? What would you like to change about the way your performance management is conducted? WHY DO WE NEED PERFORMANCE MANAGEMENT? ACTIVITY Consider your middle leadership role and your team: Why do we need to manage the performance of people in our teams? What do we mean by appraisal? What do you like about your own appraisal? What would you like to change about the way your performance management is conducted? Bad performance management is seen as a one off event that is done to people. Good performance management is just an ongoing improvement conversation that is formally recorded through appraisal. Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Characteristics of Effective Appraisals Fair Cover whole job Cover whole period Equal input from both parties Confidential Constructive Past and future focussed Open-minded Structured Not rushed Are followed up Characteristics of Effective Appraisals Effective Appraisals Fair Cover whole job Cover whole period Equal input from both parties Confidential Constructive Past and future focussed Open-minded Structured Not rushed Are followed up ACTIVITY Think about your own appraisal and the RAG rating system we have used in training before (REMEMBER – GREEN: consistently good, AMBER: Good sometimes, RED: Seldom good, often poor): How would you rate each of the criteria above for your own performance management? What would it take to move the RED areas to AMBER? What would it take to move the AMBER to GREEN? Why do you think the GREEN areas are consistently good? So, to recap, effective appraisal is just an ongoing performance focused conversation. Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Structuring an Appraisal Conversation Putting the individual at ease Building rapport Explaining what will happen Introduction Review performance against previous objectives, standards or competences Review of WHOLE period Presentation of evidence by both parties Two-way discussion to explore & understand viewpoints Past Performance Discussion of school/team objectives and goals for the coming year Identify the individual's own career aspirations Agreement of any gaps in performance that need to be addressed Future Plans Setting development objectives to address gaps and move towards aspirations Allocation of specific duties Agreeing review dates for follow up Completion of paperwork Next Steps Structuring an Appraisal Conversation Introduction Putting the individual at ease Building rapport Explaining what will happen Past Performance Review performance against previous objectives, standards or competences Review of WHOLE period Presentation of evidence by both parties Two-way discussion to explore & understand viewpoints Future Plans Discussion of school/team objectives and goals for the coming year Identify the individual's own career aspirations Agreement of any gaps in performance that need to be addressed Next Steps Setting development objectives to address gaps and move towards aspirations Allocation of specific duties Agreeing review dates for follow up Completion of paperwork So, let’s explore each stage of the conversation in more detail. Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Tips for Each Stage Next Steps Future Plans Past Performance Introduction Past Performance Future Plans Next Steps Say thank-you Check that the other person is comfortable Explain that the purpose of the meeting is: to have an open and honest conversation about performance and behaviours demonstrated to identify strengths and development areas in terms of performance and behaviours to agree a development plan Explain how long the meeting will be, its structure, and what the outputs will be Introduction The introduction sets the tone for the whole meeting so: Say thank-you Check that the other person is comfortable Explain that the purpose of the meeting is: to have an open and honest conversation about performance and behaviours demonstrated to identify strengths and development areas in terms of performance and behaviours to agree a development plan Explain how long the meeting will be, its structure, and what the outputs will be Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Tips for Each Stage Next Steps Future Plans Past Performance Introduction Past Performance Future Plans Next Steps Find out how the individual feels the last 6/12 months have gone Ask them what has gone well/what are they proud of Ask them what has not gone so well or what difficulties they have faced Provide feedback based on your own observations or other evidence Engage in a two-way discussion about this evidence and the reasons for it Explore reasons for any differences of opinion Make notes about what is said and specific examples that are shared If appropriate, agree performance ratings for each area Past Performance The next stage of an appraisal meeting should be backward looking and give chance for the person being appraised to celebrate their success. It is important that any concerns you might have, have already been raised as they occurred and not at this meeting. Use this part of the meeting to: Find out how the individual feels the last 6/12 months have gone Ask them what has gone well/what are they proud of Ask them what has not gone so well or what difficulties they have faced Provide feedback based on your own observations or other evidence Engage in a two-way discussion about this evidence and the reasons for it Explore reasons for any differences of opinion Make notes about what is said and specific examples that are shared If appropriate, agree performance ratings for each area Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Tips for Each Stage Next Steps Future Plans Past Performance Introduction Past Performance Future Plans Next Steps Explain the goals/plans/objectives of the school/team, and what this means for the individual Highlight any areas of underperformance that need to addressed Ask the individual about their career aspirations, or things they would like to do Prioritise CPD based on relevance to the school’s areas for development and that of your team Future Plans This is the part of the meeting that is looking forward. During this part of the meeting you will: Explain the goals/plans/objectives of the school/team, and what this means for the individual Highlight any areas of underperformance that need to addressed Ask the individual about their career aspirations, or things they would like to do Prioritise CPD based on relevance to the school’s areas for development and that of your team Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Tips for Each Stage Next Steps Future Plans Past Performance Introduction Past Performance Future Plans Next Steps Agree 3 or 4 specific (SMART) development objectives Assign responsibilities and deadlines and review dates Agree when the paperwork/forms will be signed off by both parties Complete the paperwork/forms Put review dates in your diary Review development actions and modify them if necessary Next steps The final part of an appraisal meeting will set the direction for the year ahead. It is during this part of the meeting that you will: Agree 3 or 4 specific (SMART) development objectives Assign responsibilities and deadlines and review dates Agree when the paperwork/forms will be signed off by both parties Complete the paperwork/forms Put review dates in your diary Review development actions and modify them if necessary So we have reviewed how an appraisal meeting should go but, in order to conduct appraisal effectively, you as a middle leader need to evidence a number of key skills. Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Let’s appraise! ACTIVITY Work in pairs One of you take the role of appraiser and the other appraisee Work through each stage of the appraisal conversation and review those areas that went well and those areas you need to develop further. Let’s appraise! ACTIVITY Work in pairs One of you take the role of appraiser and the other appraisee Work through each stage of the appraisal conversation and review those areas that went well and those areas you need to develop further. Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Key Appraisal Skills Key appraisal skills Eye contact – Keep eye contact and don’t be distracted by other tasks, use of laptop or note taking. Give them your full concentration. Having a two way conversation – appraisal is a two way conversation so make sure you encourage the appraisee to talk first, listen carefully to what is being said and check that you have understood. Listening – Listen, listen, listen. So often we can miss important information because we think we know what is about to be said. Approach appraisal with an open mind and be ready to learn. Smart evaluation and targets – Make sure targets are SMART (we will deal with this in a few minutes time) and make sure your conversations are based on evidence and not emotion. Accurate paperwork – Record everything accurately and as soon as possible after the appraisal meeting. Get the other party to sign off the paperwork to show agreement, making alterations as necessary. Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Three Golden Rules Praise should be given and concerns should be addressed as soon as they occur, as Performance appraisal is just PART of performance management, so There should be NO SURPRISES at an appraisal. Three golden rules 1. Praise should be given and concerns should be addressed as soon as they occur, as 2. Performance appraisal is just PART of performance management, so 3. There should be NO SURPRISES at an appraisal. Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Set SMART Development targets SMART Goals Specific Measurable Achievable Relevant Time Bound Set SMART development targets SMART Goals Specific Measurable Achievable Relevant Time Bound Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Activity: Smart TARGETS Rewrite these objectives to SMARTen them: To improve the performance of my class To take a more active part in the life of the school To develop my teaching to support better numeracy To improve my communication skills To play a more active part in developing colleagues in my department SMART TARGETS ACTIVITY Rewrite these objectives to SMARTen them: To improve the performance of my class To improve the progress of each member of my class measured against their individual targets by 5% by the end of term. To take a more active part in the life of the school To plan and run a 10 week drama club for Year 6 pupils once a week. To develop my teaching to support better numeracy To plan to include a numeracy activity in each of my lessons and measure the impact of this over one term. To improve my communication skills To ask my team for feedback on how well I listen to them and what I might do to improve this over the next two terms. To play a more active part in developing colleagues in my department To ensure that each team meeting we have has time for a 10 minute micro-CPD session based on the training needs of my team. Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Make it Work at Work What are you going to DO as a result of this Bite Sized Training session? MAKING IT WORK AT WORK ACTIVITY: What will you do as a result of this Bite Sized Training? Working in groups, look at the action sheet you have produced during today’s training. What are the three key learning points for you? What will you change tomorrow to improve your middle leadership? How will you know when your change has been successful? Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com

Where next? Performance management and appraisal – is the fourth in a series of Bite Sized training resources designed to develop the skills and knowledge of those new to middle leadership in schools, colleges and academies. Other training in the LEARNING TO LEAD series include: Starting to lead Leading your team From Vision to Practice Dealing with difficult and challenging people Bite Sized Training offers a wide range of school based CPD sessions designed to be used as sharply focused yet active training sessions of no more than 45 minutes in length. Bite Sized Training materials are produced by Steve Burnage through www.simplyinset.co.uk. Steve is an experienced author, trainer and education consultant with over 25 years experience of working in UK schools. For details of other CPD offered through Bite Sized Training, email bitesizedtraining@gmx.com or call +44767 858360 Performance management and appraisal – is the fourth in a series of Bite Sized training resources designed to develop the skills and knowledge of those new to middle leadership in schools, colleges and academies. Other training in the LEARNING TO LEAD series include: Starting to lead Leading your team From Vision to Practice Dealing with difficult and challenging people Bite Sized Training offers a wide range of school based CPD sessions designed to be used as sharply focused yet active training sessions of no more than 45 minutes in length. Bite Sized Training materials are produced by Steve Burnage through www.simplyinset.co.uk. Steve is an experienced author, trainer and education consultant with over 25 years experience of working in UK schools. For details of other CPD offered through Bite Sized Training, email bitesizedtraining@gmx.com or call +44767 858360 Bite Sized Training - Brought to you by www.simplyinset.co.uk Call +447767 858360 or email bitesizedtraining@gmx.com