Transcript Performance Management Workshop Summer 2010

The Revised Standards - Appraisal Process
and the Role of The Appraiser
Peter Simmonds
Autumn 2012
© 2006 TDA Development
Objectives for this session
By the end of this session, delegates will have. . .
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A clear understanding the revised teachers’ standards
and performance appraisal/capability arrangements.
•
Secured an understanding between the revised
standards, teacher accountability, professional
development and pupil performance
•
Understanding of the appraisal monitoring role for
governors
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Addressed queries, concerns or challenges in regard to
the revised arrangements
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Standards - Key Messages
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New standards active from 1st September 2012
New standards replace 2006 standards for QTS and Core only
Apply to all teachers regardless of career stage – including teaching
heads with QTS
Can complete PM review for 2011/2012 under 2006 arrangements set
new objectives under new standards
For NQTs beginning induction on 1.9.12 new standards apply
Where appropriate, other standards may be used alongside new
standards for certain roles e.g. Post Threshold, Excellent Teacher,
AST, Headteacher/Leadership Standards *
Much greater emphasis on teaching and learning and pupil
outcomes
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Standards Part 1
A teacher must:
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Set high expectations which inspire, motivate and challenge
pupils
Promote good progress and outcomes by pupils
Demonstrate good subject and curriculum knowledge
Plan and teach well structured lessons
Adapt teaching to respond to the strengths and needs of all
pupils
Make accurate and productive use of assessment
Manage behaviour effectively to ensure a good and safe learning
environment
Fulfil wider professional responsibilities
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Staff Development Menu
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Induction for new staff
Discussing PD issues in staff and team meetings
Coaching and mentoring
Peer working – team teaching, exchange observations
Class rotation – internship - secondment
E-networking and e-learning
Project work at local, regional or national level
Attending conferences, courses and PD events
Cluster based training and development
Professional dialogue as part of the performance management process
Discussions with colleagues that reflect on classroom practice
Research and investigation
Skills based training
Additional qualifications/Accredited learning
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Standards Part 2
PERSONAL AND PROFESSIONAL CONDUCT:
A teacher is expected to demonstrate consistently high standards of
personal and professional conduct. The following statements define the
behaviour and attitudes which set the required standard for conduct
throughout a teacher’s career. Teachers uphold public trust in the
profession and maintain high standards of ethics and behaviour, within and
outside school
Teachers must have proper and professional regard for the ethos,
policies and practices of the school in which they teach, and maintain
high standards in their own attendance and punctuality.
Teachers must have an understanding of, and always act within, the
statutory frameworks which set out their professional duties and
responsibilities.
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Appraisal - Key Messages
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With effect from 1st September 2012
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Apply to all teachers and unattached teachers in maintained schools and the
Local Authority
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Remains on an annual cycle linked to current dates
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Formalised link between appraisal and capability
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Schools and LA MUST have an appraisal/capability policy in place that
reflect the new standards
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Good practice to consult with staff on the policy
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On going monitoring on regular basis throughout the year – e.g. once per
term
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Annual Appraisal Assessment
Will be based on:
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The teacher’s performance of their role and responsibilities against their
objectives and the relevant standards
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The teacher’s training and development needs and the identification of any
action that should be taken to address them
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A recommendation on pay – where it is relevant – pay recommendations for
teachers by 31st Oct and for headteachers by 31st Dec
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Written appraisal report to be produced as soon as practicable after each
appraisal but not later than 31st Oct (teachers) and 31st Dec (headteachers)
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Other aspects of appraisal
Objectives
Observations
OFSTED
Standards
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The (Informal) Capability Process 1
Is the teacher
performing well
throughout the year?
YES
Continue
With
The
NO
Appraisal
Clear and unambiguous reasons and evidence of
aspects of weak performance based on
constructive feedback throughout the year. Possible
review of objectives – set clear expectations
required for improvement together with timescales
– support offered – date set for review of progress –
clear explanation of the consequences and further
actions likely if sufficient progress is not made.
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Process
The Capability Process 2
Has the issue(s) of
concern been
addressed?
YES
Continue
With
The
NO
Appraisal
Process
The Appraisal Process is suspended.
Formal Capability Meeting (FCM) convened
conducted by Head/Chair of Gov. Identification of
professional shortcomings. Decision on whether to
return to Appraisal Process or issue a Formal
Warning or issue Final Written Warning
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The Capability Process 3
Following a monitoring and
review period and Formal
Review Meeting has the teacher
made sufficient progress?
YES
Continue
With
The
NO
Appraisal
Final Written Warning notice issued together with
desired performance needed set within a clear
timescale. Teacher invited to a Decision Meeting at
the end of the timescale period.
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Process
The Capability Process 4
At the Decision Meeting had
the teacher made sufficient
improvement?
YES
Continue
With
The
NO
Appraisal
Chair of Governors or Headteacher will make a
decision or recommendation to the governing body
that the teacher should be dismissed – subject to
the appeals process – and notify HR services/LA
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Process
Capability – Key Messages
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Should be used for serious concerns only – policy clarity
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Formal capability meeting (FCM) conducted by Chair of
Governors for Head* and Head for other staff
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Need to have clarity around the dismissal process
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Need to have a governors appeals panel
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Need to have regard to the ACAS Code of Practice on
Disciplinary and Grievance Procedures
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Appraiser Role & Tasks
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Decide on the meeting time, date and venue
Gather together data on the performance of the Appraisee including any
observation data
Access the Appraisee’s role description and responsibilities
Find out whether the Appraisee has a pay eligibility
Have a good understanding of the new and specific standards
Draft appropriate performance objectives
Make an assessment on the performance of the Appraisee including a
recommendation on pay where eligible
Deal with any areas where performance is weak
Write the appraisal report
Monitor the Appraisee’s performance throughout the year
Address areas of weak performance as they arise
Maintain confidentiality, fairness, etc in line with the school’s Appraisal
Policy
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Reviewing Objectives
• Was the objective clear enough to be able to judge whether
the outcome was successful?
• Were the success criteria/impact measures effective?
• Was the objective sufficiently challenging?
• Did it take into account the variation in pupil cohorts?
• Was it set in relation to the prediction of pupil outcomes and
account for the year on year trends?
• Was appropriate action taken to achieve the objective?
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Appraisal Monitoring Role for Governors
• OFSTED requirements
• Application of the school’s policy
• Monitoring of the HT appraisal
• General monitoring – Form F324d
• Termly personnel committee item
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Key Contacts
Peter Simmonds
Lead Adviser for Governance and Leadership
[email protected]
Tel: 01603 307775 or 07795 265669
Helen Wardale
Manager of Governor Services
[email protected]
Tel: 01603 303356
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Key Resources
Schools’ Peoplenet:
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P329b Teacher capability:
http://www.schoolspeoplenet.norfolk.gov.uk/view/NCC111070
P324a Teacher appraisal:
http://www.schoolspeoplenet.norfolk.gov.uk/view/NCC11071
F324b Teacher appraisal
form http://www.schoolspeoplenet.norfolk.gov.uk/view/NCC111081
F324c Teacher appraisal - training requirements form
http://www.schoolspeoplenet.norfolk.gov.uk/view/NCC111101
F324d Overall school appraisal data capture form:
http://www.schoolspeoplenet.norfolk.gov.uk/view/NCC111102
F324e Pre appraisal discussion form:
http://www.schoolspeoplenet.norfolk.gov.uk/view/NCC112342
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Thank you for Listening.
Enjoy the rest of your weekend!
Peter
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