1.  VASSP Managing Education Support Staff Underperformance Presenter : Robyn Buckeridge Victorian Association of State Secondary Principals

2. A whole-of-practice approach to support on-going professional growth

3. DET Update : Education Support Staff Performance and Development Pilot 2015  The Department has announced a pilot program for Education Support staff in line with the 'whole-of-practice' approach for principal class employees and teachers.  An expression of interest form has been released for schools and settings interested in participating in the pilot program.  Education Support staff not participating in the pilot program are expected to continue implementing the current Performance and Development arrangements.  For further information please view the DET Mail Update.DET Mail Update

4. Roles and Responsibilities  Employees support the delivery of the educational program of a school. All employees make a direct contribution to the school’s capacity to achieve its educational objectives.  Performance planning and development is undertaken in the context of what can be required of an employee at their respective level within the career structure. The levels of responsibility and accountability that can be expected of an education support class employee are set out in the Dimensions of Work and in the employee’s position description.  Human Resouces: Performance and Development Guide Teaching Service Education Support Class

5. Performance Standards for Education Support Staff Relative to the duties and accountabilities of their position employees are expected to perform at a level consistent with the performance standards, as set out below:  1. Be acquainted with, and effectively carry out, the responsibilities of the position as set out in the relevant position description  2. Seek feedback on, and improve, their knowledge and skills  3. Act in a professional manner with colleagues and, where appropriate, with students and parents/guardians

6. Performance Standards for Education Support Staff (cont)  4. Promote a safe and supportive school environment  5. Understand and act in accordance with the school’s code of practice  6. Be acquainted, and act in accordance, with the goals and priorities as set out in the school’s strategic plan.

7. What is underperformance? Fair Work Australia definition Underperformance or poor performance can be exhibited in the following ways:  unsatisfactory work performance, that is, a failure to perform the duties of the position or to perform them to the standard required  non-compliance with workplace policies, rules or procedures  unacceptable behaviour in the workplace  disruptive or negative behaviour that impacts on co-workers.  Underperformance is not the same as misconduct. Misconduct is very serious behaviour such as theft or assault which may warrant instant dismissal. In cases of misconduct employers should seek specific advice about how to proceed before taking any action.

8. What Underperformance isn’t…  Lateness, not getting work completed on time, not attending meetings – Unsatisfactory Performance  Not abiding by school based decisions and policies, dangerous behaviour – Misconduct  Requiring improvement of a staff member because you don’t like them - Personal

9. Complaints, unsatisfactory performance and misconduct  DET has developed clear guidelines on managing complaints, unsatisfactory performance and misconduct  See the DET HR website: Human Resources: A-Z Topic Index: C or U – Complaints, Unsatisfactory Performance, Misconduct

10. Complaints, unsatisfactory performance and misconduct

11. Definition of Underperformance  In school groups OR groups of 3-4:  Complete the table on Page 3, identifying the types of behaviours which typify underperformance for each standard  From these behaviours, develop one statement that defines ‘underperformance’ for Education Support Staff

12. Developing a process for managing underperformance  School-wide understanding of expected behaviours  Team approach to performance development  Individual interaction with underperforming staff member

13. School-wide Agreement on Expected Standards  Establish expected standards with all staff  Develop a common approach for all leaders  Provide all staff with:  well-documented evidence of expectations  What constitutes misconduct / unsatisfactory performance with clear policies on expectations and consequences  Professional learning opportunities

14. School-wide Agreement on Expected Standards (cont.)  Develop:  Performance goals and targets which are clearly based on the strategic plan and AIP, set in conjunction with Team Leaders  Process for allocating staff to professional learning groups  Teams / collegiate groups which are accountable  A sequential process, including a process for collecting data

15. Empower a team approach to performance development  Ensure team goals are agreed upon by all staff, including an understanding that evidence is a staff responsibility  Develop a strong peer observation process  Use performance plans to develop performance  Enable frequent and effective communication

16. Individual interaction with underperforming staff member  Ensure there is clarity re what ‘underperformance’ means  Complaints must be submitted in writing  In discussion, agree on gap between performance level and expectation

17. Individual interaction with underperforming staff member (cont.)  Utilise DET standards; seek advice from Conduct and Ethics, VASSP / VPA as needed  Challenge excuses regarding performance  What support is offered / needed?  Provide letter of expectation and positive intent

18. Managing Underperformance in Business

19. Peter Hibbin’s Words of Wisdom…  Not managing small issues makes it more difficult to manage the big ones  Make sure it is clear what is expected and supported by documentation (and perhaps policy)  Feedback needs to be direct, specific and clear

20. Action plan for managing ES staff underperformance What needs to happen Who?By When?Expected Outcome School-wide agreement Team Approach Interaction with individuals

21. Scenario 1  When you call an Education Support staff meeting, some staff are always late arriving and are the first to leave at the designated time. This same group rarely contribute to the meeting discussion and are not interested in developing their performance.  How will you discuss this situation with those involved?

22. Scenario 2  One of your Admin Education Support staff does not follow instructions accurately and therefore set tasks always have to be thoroughly checked and often have to be repeated.  How will the discussion with this staff member proceed?

23. Scenario 3  One of the technicians is very slow to complete set tasks. If staff need their computers updated or checked, the computer is often not returned for several days, causing much concern to teaching staff  What discussion will you have with this staff member to progress their effectiveness?

24. What have I learnt about staff underperformance?  From the Scenario…  From tomorrow, I will…

25. Finally…

26.  VASSP Managing Staff Underperformance Presenter : Robyn Buckeridge Victorian Association of State Secondary Principals

28.  VASSP Managing Staff Underperformance Presenter : Robyn Buckeridge Victorian Association of State Secondary Principals