Transcript Title of Slideshow

Performance Reviews
Jennifer Hall
Learning and Teaching Resources Coordinator
Sandra Murtagh
Human Resource Coordinator
Jenny Needham
Library Technician
Bendigo Senior Secondary College Library PR
 Sandra Murtagh, Human
Resource Coordinator
 Jennifer Hall, as Library
Coordinator
 Jenny Needham,
Library Technician
 Dale Pearce, Principal
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Bendigo Senior Secondary College Library PR
 44 SSO staff
 3 Library Technicians
 Annual Reviews
 Aligned to annual
increments
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Why have Performance Reviews?
Goals:
 Foster staff development
 Increase communication between
managers/coordinators and SSOs
 Provide valuable feedback about performance
 Recommend strategies for professional growth
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Successful Performance Reviews
Are:
 Designed well
 Administered by trained supervisors
 Supported by your Principal
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Experiences and Role
 Human Resource
Coordinator
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Performance Review
New SSO Agreement
 The performance and development arrangements for
SSOs are generally unchanged from the Victorian
Government Schools – School Service Officers
Agreement 2001.
 Victorian
Government Schools Performance and
Development Handbook, September 2005 provides
guidelines and pro-formas.
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Performance Review
The performance and development arrangements
for school staff are designed to:
 Support the school in meeting its responsibilities
to students, parents & to government through
linking staff performance with achievement of
school government objectives
 Provide feedback on performance which will:
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Performance Review
 Enhance the capacity of staff in promotion
positions to apply the leadership and
management competencies required in their
positions
 Recognise effective performance through salary
progression and
 Provide a supportive environment for improving
performance where the required standards are
not met.
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Performance Review
 The Victorian Government Schools –
Schools Service Officers Agreement, 2004
advises that salary progression, within a
salary range, for SSO’s is NOT automatic
and will be linked to performance
standards.
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Performance Standards
 Be acquainted with and effectively carry out,
the responsibilities of the position as set out
in the relevant position description
 Seek feedback on, and improve knowledge
and skills
 Act in a professional manner with colleagues
and, where appropriate, with students and
parent/guardians
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Performance Standards
 Promote a
environment
safe
and
supportive
school
 Understand and act in accordance with the
school charter (strategic plan) code of practice
 Be acquainted, and act in accordance, with the
goals and priorities set out in the school charter
(strategic plan)
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BSSC Process
2005 - Model developed by a team of SSO staff
representative of all areas within the school.
The team discussed professional development
requirements as well as performance review
processes and proformas.
2006 - 2005 model retained as supported by
SSO staff and newly appointed Principal with
minor changes to reflect alignment with DE&T
requirements.
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Performance Review
Examples
 Department of Education & Training
 Bendigo Senior Secondary College SSO1
 Bendigo Senior Secondary College SSO2
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HR Coordinator Role
 Assigns each SSO a reviewer (immediate supervisor)
 Raises performance & development proforma for each
SSO member and inserts information from HRMS
 Advises all SSO’s and reviewers of the process and
timelines via letter
 Distributes performance & development documents to
SSO’s
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Performance Review
 SSO completes the ‘self review‘ section of the
performance and development pro-forma and
passes on to reviewer
 Reviewer completes reviewer’s assessment
 Reviewer arranges review feedback meeting
with SSO
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Performance Review
 Review feedback meeting occurs
 Reviewer & SSO discuss the review outcome
 Goals & objectives & professional development plan
developed
 At the completion of the review feedback meeting the
reviewer and the SSO add comments as required
 Decision made as to whether SSO has met standards.
(Principal must make this decision)
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Performance Review
 Performance review documentation forwarded to
HR Co-ordinator for HRMS notification
 A copy provided to SSO and a copy on personnel
file
 HR Co-ordinator to implement PD for SSO staff
as per Professional Development Action Plan
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Professional Development Planning
 SSO identifies professional development to
be undertaken  supports ongoing learning/career
aspirations and
 improves capacity to undertake their role
effectively.
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Professional Development Planning
 Support to assist SSO to meet performance standards
in context of duties
 School-based development opportunities
 Statewide & Regional professional development
 Accredited courses for SSO’s within the SSO ATF
 SSO’s perceptions of their level of knowledge/skills
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Performance Review
Grievance Procedures
 SSOs may lodge a grievance IAW Teaching
Service Order 191.
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Experiences and Role
 Learning & Teaching
Resources Coordinator
(as Library
Coordinator)
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From Coordinator’s Perspective
 Opportunity to meet with SSO staff to
assess performance
 Opportunity to develop further planning
and address personal and professional
goals of the SSO
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Library Coordinator’s Role
 Initially discuss procedures with Sandra as our
HR Coordinator. This ensures that the process is
carried out equitably across all areas of the
college for all SSO staff
 Discuss process with our Library Technicians
individually and distribute paperwork
 Provides for an opportunity to answer any initial
questions or concerns and outline timelines
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Library Coordinator’s Role
 Complete the appropriate reviewer’s forms
 Refer to position description
 Refer to team goals and strategic plans
 Refer to ongoing review material throughout
the year
– De Bono thinking
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Experiences and Role
 Library Technician
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How To Approach a Performance Review
 Planning is the key to holding a constructive
performance review.
 Consider the areas you perform well in. Note down all
major achievements for the year
 Look at the areas where you think you could improve.
Disclosing these demonstrates your insight and
commitment to improving performance
 List additional goals and objectives, with suggestions for
how they might add value to your job
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How To Approach a Performance Review
 Identify any work processes that could be improved and
be valuable to the library. Any suggestions even if they
are not implemented demonstrate that you are
motivated and genuinely interested in improving the
library
 Try not to take criticism personally. Look at suggestions
for improvement as areas that you need to work on
 Have a list of goals you would like to achieve in the
following 12 months, and professional development you
might like to attend
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‘Performance Review
 SSO Annual Review Proforma
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Consultation with Coordinator
 Compare all forms
 Discuss any similarities and differences in
comments
 Discuss professional development
options
 Review library and college strategic plans to
ensure there is correlation
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Advantages and Disadvantages
 Opportunity to identify
and acknowledge SSO
performance
 Can be stressful if not
handled well by
coordinator
 Opportunity to praise and
offer constructive
criticism as appropriate
 Potential for
competitiveness between
staff
 Opportunity to complete
strategic planning and
improve team
performance
 Of little value unless
followed through over the
next 12 months
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Advantages of Performance Reviews
 Potential to increase job satisfaction and understanding
 Will identify areas where development is needed
 Can establish agreements on professional development
goals for both the individual and the department
 Enable work processes to be continuously monitored and
improved where necessary
 Knowing what is expected of me outlines to my
coordinator what is expected of her.
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Advantages of Performance Reviews
 Gives me an opportunity to comment on my own
performance
 Have found it valuable to gain performance feed back
and recognition
 Has increased my self assessment
 Has promoted teamwork, our team is more productive
when everyone works towards agreed goals
 Gives me a time to discuss progress, challenges and
accomplishments.
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Disadvantages of Performance
Reviews
 The things I felt when first asked to be appraised were:
- Stressed
- Threatened
- Apprehensive
- Nervous / Worried I cannot live up to
expectations of the manager or
department
 Your manager/coordinator may not be in a position to
observe or give relevant assessment to certain
dimensions of performance.
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Disadvantages of Performance
Reviews
 You could feel disadvantaged or have results biased by a
manager who may have a personal bias against you.
This can also work from an opposite perspective, if there
was a close connection between the two parties, certain
deficiencies may be overlooked
 Can promote unhealthy competition between employees
 Variation in results due to factors beyond my control.
This could be avoided though by having regular
meetings
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Concerns about the Performance
Review
 Get the facts without getting defensive
 Ask for a second meeting
 Ask your manager to explain each criticism
 Consider a consultation with a Human Resources
Manager
 Suggest things you can do in the following 12 months to
improve your performance
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If your performance review is successful…
 You will leave feeling motivated and
excited about your job
 You will feel acknowledged, appreciated
and fairly rewarded for past efforts
 You will become (or continue to be) a
valuable asset to the future success of the
library.
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Bendigo Senior Secondary College Library PR
 Sandra Murtagh,
Human Resource
Coordinator
 Jennifer Hall, as
Library Coordinator
 Jenny Needham,
Library Technician
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Any Questions?