MANAGING PERFORMANCE MANAGEMENT ADVICE TO NUT SCHOOL REPRESENTATIVES
|
|
- Christal Ryan
- 8 years ago
- Views:
Transcription
1 MANAGING PERFORMANCE MANAGEMENT ADVICE TO NUT SCHOOL REPRESENTATIVES All schools need a written and agreed performance management policy so that everyone in the school community understands how performance management works and what their responsibilities and rights are within it. Headteachers and governors should involve all teaching staff in developing the (performance management) policy so that they know how it will help them do their jobs well and raise standards. Preparing a School Performance Management Policy Performance Management Framework, Headteachers, Teachers and Governors April 2000 DfEE 0051/2000 CLAIM YOUR RIGHTS The DfEE s Framework sets out the entitlement of NUT members to involvement in the development of performance management policies for their schools. The School Teachers Pay and Conditions Document makes it clear that headteachers must consult their staff on such major issues as the introduction of performance management policies. In any school there should be consultation, prior to consideration by the governors, of the school s performance management policy. The aim must be agreement between staff and the headteacher. There should be no imposition. NUT members should claim their rights. This guidance to NUT school representatives sets out key issues to be pursued in consultation with headteachers on the development of performance management policies. These key issues have been sent nationally to all headteachers and chairs of governors. The NUT believes that its approach will provide the basis for consensus and agreement on school policies. NUT school representatives can raise the various points proposed by the Union in the knowledge that their headteachers and chairs of governors already have had access to the NUT s national guidance on school performance management policies. The checklist on page 3 will help school representatives ensure that the essential points have been raised and dealt with properly. School performance management should create confidence in each teacher. Approaches which introduce a sense of threat and which undermine teachers morale constitute a dereliction of duty by management teams in schools. The NUT will not hesitate to act if such approaches are taken in schools.
2 Where members consider that performance management arrangements are unreasonable or have been imposed on them, members should first inform their NUT representatives. NUT representatives are advised then to seek advice from NUT regional offices. COMPLAINTS The DfEE model policy provides for a complaints procedure where teachers can, record their dissatisfaction with any aspects of the review on their review statement. The complaints procedure does not remove the right of teachers to recourse to the grievance procedure at any stage. NUT members who at any stage are concerned about the conduct of their performance review as job holders or about their duties and responsibilities as team leaders should contact their NUT regional office for advice and support. SCHOOLS UNDER SPECIAL MEASURES Schools under special measures are expected by HMI to implement action plans. Schools deemed to have serious weaknesses face HMI revisits to monitor their progress. Members in schools which have been so designated should, through their NUT school representatives, consult their regional office before entering into consultation with headteachers on the performance management policies in their schools. GOVERNMENT SPEAK: JOB HOLDERS AND TEAM LEADERS In the Government s Model School Performance Management Policy the DfEE refers to teachers who conduct reviews as team leaders. Those whose performance is under review are referred to as job holders. For purposes of reference to the DfEE and other material these terms are used in the NUT s guidelines. NUT Representatives A Checklist NUT representatives should seek agreement with headteachers on the approach outlined in this guidance for school performance management policies. The checklist set out below will help representatives in ensuring that headteachers follow the NUT s guidance. Has there been full consultation and agreement with teaching staff on the school s performance management policy?
3 Will the school s first performance management cycle last for 18 months? Has each team leader been given a time budget for performance review in line with the NUT s guidance? Are the meetings expected of team leaders and job holders included within the 1265 hours in line with NUT guidance? Is it agreed that classroom observation for the purposes of performance management should take place no more than once per review cycle and that the observation should last no more than 60 minutes? Has cover been allocated for team leaders conducting classroom observation? Has the school adopted a maximum of three objectives for each job holder? Have the administrative requirements for checklists for classroom observation been kept to a minimum? Is there a commitment to consultation with staff on the evaluation of the policy? Where NUT representatives find difficulty in securing agreement on the issues above and on the NUT s Guidance for School Performance Management Policies, they should seek advice from their regional offices. NATIONAL UNION OF TEACHERS PERFORMANCE MANAGEMENT IN SCHOOLS: KEY ISSUES FOR CONSIDERATION AND AGREEMENT A Timetable for Introducing Performance Management Procedures The timetable for the introduction of performance management procedures should, in the NUT s view, be such as to minimise bureaucratic burdens. The performance management regulations apply from 1 September The school has until 31 December to introduce a performance management policy. Objectives for teachers have to be set by 28 February In the first year, the school has the option of setting a performance management cycle of between nine and 18 months for teachers. The first cycle starts from Autumn The NUT believes that the headteacher and governors should
4 agree the maximum cycle of 18 months for the first cycle. The cycles are annual after the first cycle. The regulations specify that the headteacher decides on the timing for teachers review cycles. The DfEE Model Policy states that, the headteacher needs to consider the workload implications and how the cycle will fit best the school s other planning arrangements. The DfEE has designated 28 February 2001 as the date by which job holders and team leaders must complete meetings to agree objectives. The school performance management policy should be such that the whole allowed period up to 28 February 2001 is used, thus allowing meetings to be spread evenly through the time span of the review. The rest of the time until the end of the maximum time allowed (December 2001) should be used for the monitoring and review of teachers objectives. There is absolutely no need to rush to have a performance management policy. A suggested timetable incorporating the best use of the time available is set out below. September 2000 November 2000 Consultation of all teaching staff on each school s performance management policy. Consideration by school governing bodies of school performance management policies. November 2000 the end of February 2001 Meetings between job holders and team leaders to agree job holders objectives (planning). March 2001 the end of the Summer Term 2001 Classroom observations (monitoring progress). Autumn Term 2001 Review meetings between job holders and team leaders (reviewing performance). Performance Management and Teachers Performance management will undermine teachers unless it: improves morale and motivation; leads to an entitlement to professional development according to need;
5 is seen by staff as enabling rather than as having been imposed from the topdown ; encourages the development of confident and professional judgement among teachers; increases teachers participation in decision-making and develop, in teachers, a greater sense of control over their work; identifies the resources and facilities needed to support teachers; and is manageable and does not introduce bureaucratic burdens. The NUT has maintained consistent pressure on the Government to ensure that these principles are included within the performance management framework. As a result, the framework refers to the importance of best practice being characterised by: an atmosphere of trust between teacher and team leader; teachers having a proper opportunity for professional discussion with their team leader about their work and their professional development; manageability and equity. APPLICATION The performance management procedures apply to all teachers except teachers on contracts of less than one year and those in their induction year. Inductees are covered by separate provisions. GOVERNING BODIES AND PERFORMANCE MANAGEMENT The school governing body has the responsibility for agreeing the schools performance management policy. Individual governors or the school governing body should not be involved in the management of teacher performance. School governors should not be given responsibilities for evaluating teaching in the classroom. WORKING WITHIN THE REGULATIONS The performance management policy should require nothing more than is required by the Regulations. COMPLAINTS PROCEDURE The DfEE model policy provides for a complaints procedure where teachers can, record their dissatisfaction with any aspects of the review on their review statement. The complaints procedure does not remove the right of teachers to recourse to the grievance procedure at any stage.
6 EVALUATION OF THE POLICY The performance review policy must include the provision by the headteacher of an annual report to the Governing Body on how effective the performance management policy has been. The DfEE s model policy emphasises the need for the policy to include a commitment that the Governing Body and the headteacher will update and amend the documentation and the process as required and after consultation with staff incorporate changes introduced by the DfEE or the school. CONFIDENTIALITY The performance management policy should provide for confidentiality in respect of individual reviews. Copies of the job holder s review should be held by the headteacher and the job holder only. The team leader responsible for the job holder s review may have access to the statement if necessary for subsequent annual review. Within the policy, it should be the headteacher who identifies the provision of professional development for teachers consequent to the completion of review statements. CAPABILITY PROCEDURES The DfEE states that performance management, does not form part of any formal disciplinary or capability procedures. The DfEE also states that, relevant information from review statements may be taken into account by those who have access to them in making decisions and in advising those responsible for taking decisions or making recommendations about performance, pay, promotion, dismissal or disciplinary matters. BOUNDARIES FOR BUREAUCRACY DfEE Circular 2/98, and the DfEE s Bureaucracy Cutting Tool Kit (15/11/99) provide the boundaries for bureaucracy arising from the introduction of performance management. DIRECTED TIME Arrangements for performance review should take place in teachers directed time. There should be an audit of the time costs of its introduction on other areas of activity required within the directed time of 1265 hours. The removal of other displaced areas of activity from the 1265 hours to create space for performance review should be a priority in consultation with staff. The displaced activities must not be expected to be undertaken by teachers outside directed time.
7 CLASSROOM OBSERVATION Under the performance management policy the requirement for classroom observation should be limited to no more than one classroom observation per teacher within the review cycle, subject to the following paragraph. Classroom observation should not exceed 60 minutes per teacher subject to an entitlement on the part of job holder to a further observation period of 60 minutes. The school s performance management policy should provide for the allocation of cover for the classes of team leaders while they are undertaking performance review, but with: no doubling up or other increases in the class or group sizes of other colleagues; and no reduction in teaching support time to release teachers to act as team leaders. The performance management policy should provide for consultation with and agreement by the job holder as to when classroom observation should occur. Team leaders should be expected to consult with and secure the agreement of the job holder before seeking information from other colleagues about the work of the job holder. Performance management schedules for classroom observations which involve checklists have the potential for creating bureaucratic burdens and for undermining rather than supporting teaching staff. This is particularly so where there is the automatic transference of the criteria within the OFSTED inspection frameworks to school performance management procedures. The DfEE has inserted, within its model school performance management policy, a lesson observation/assessment pro forma. Its use is entirely voluntary. Team leaders are not taking on the role of inspectors when conducting classroom observation. Their job is to identify and agree a limited number of objectives with the teachers being observed. The NUT believes that the simplified model pro-forma in the appendix to this document will be more effective than the DfEE s model and that it should be adopted within the school s performance management policy. All that is needed is 40 words to describe the activity observed. The DfEE s model performance management policy contains a lesson observation time/events log. The use of this log is entirely voluntary and is a matter for the professional judgement of teachers. The individual plan and the Review Statement Pro Forma within the DfEE s model performance management policy provides an appropriate structure. The NUT believes
8 that the school s performance management policy should be based on an expectation of review statements of not more than 400 words with a limit of 40 words for each objective within the individual plan. SETTING OBJECTIVES The performance management framework suggests that a minimum of three and a maximum of six objectives should be set for each teacher. The School Performance Management Regulations require one of those objectives to refer to pupil progress. The NUT believes and has advised its members that a maximum of three objectives should be set. Too many objectives will be confusing. In addition, monitoring and producing review statements on a larger number of objectives will necessarily take up a larger amount of teacher time. JOB HOLDERS AND TEAM LEADERS THE GOVERNMENT S REQUIREMENTS The DfEE Model Policy includes a summary of the statutory requirements set out in the Appraisal Regulations. The requirements made of job holders and team leaders, listed below, should not be exceeded in individual school performance management policies. The team leader responsible for the performance review of teacher must: meet with each of the teachers for whom they will be the reviewer before or at the start of the performance management review cycle to plan and prepare for performance review and discuss setting of objectives; record objectives in writing and allow the job holder to add written comments if they wish. Teacher objectives must include those relating to developing and improving each teacher s professional practice and pupil progress; monitor performance against these objectives throughout the year and observe the teacher teaching in the classroom at least once during the review cycle; consult the reviewee before obtaining oral or written information from others relating to the teacher s performance; meet with the teacher at the end of the performance review cycle to review performance and identify achievements, including assessment of achievement against objectives, and to discuss and identify professional development needs/activities; write a performance review statement and give a copy to the reviewee within 10 days of the final performance review meeting, and allow 10 days for the job holder to add written comments; and
9 pass the completed performance review statement to the headteacher. The jobholder must: meet with their team leader before or at the start of the performance review cycle to start setting objectives; either agree objectives with the team leader or add written comments to the objectives recorded by the team leader; meet with his or her team leader at the end of the performance review cycle to review performance and identify achievements, including assessment of achievement against objectives, and to discuss and identify professional development needs/activities; must be given the option of adding comments to the performance review statement or of complaining about their performance review statement within 10 days of receipt from the team leader. Team leaders face specific additional burdens arising from performance management. They are expected to set objectives, write review statements and conduct classroom observations. Teachers should be identified as team leaders only if: time is made available to carry out the duties of team leader; the teachers consider that they have received sufficient training; and they consider that their responsibilities in the posts they currently hold as team leaders are appropriate to their role as team leader. A team leader should not be expected to review more than four teachers. TIME AND MONEY The Department for Education and Employment set out, in a DfEE guidance note on the operation of performance management in schools, the resources available to schools in for the introduction of threshold assessment and performance review. The relevant extract is set out below. 20 million will be available in 2000/01 through the Standards Fund to support the introduction of threshold assessment and performance review. Its purpose is to pay for school-based, national accredited training and advice for managers, teachers and governors on threshold assessment and performance management. A further 20
10 million will be available annually from 2000/01 to help schools operate the new performance review arrangements, including resources to carry out threshold assessments, to release staff for discussions and for classroom observation. With the help of the Standards Fund Grants for Training and for Staff Release the school should provide additional staff time to ensure that the requirements for team leaders to meet staff and conduct classroom observation are met within the teaching day. There should be an agreed time-budget for the performance review of each teacher prior to final agreement on the timetable for meetings on performance review. The time budgets for team leaders and job holders in their conduct of performance reviews must be within their 1265 hours of directed time where team leaders or job holders are so protected by the School Teachers Pay and Conditions Document. Meetings between team leaders and job holders for performance review should not normally be necessary outside the teaching day. The recording of objectives in writing should take place within the 1265 hours of directed time. Time budgets for writing and agreeing the objectives should be allocated by the headteacher. Time should be allocated within the 1265 hours to allow for the writing of each performance review statement within ten days of the final performance review meeting. Time should be allocated similarly for the incorporation of written comments by job holders within the subsequent ten days. APPENDIX 1 MODEL CLASSROOM OBSERVATION CHECKLIST Tick where you think professional development is needed. 1. Lesson Planning and Preparation The lesson was part of a planned programme. There was a good structure to the lesson. The aims of the lesson were clear. Resources for the lesson were prepared and available. Individual pupils learning needs were taken into account.
11 2. Understanding of the Subject Area A good understanding of the subject content covered in the lesson was displayed. 3. Teaching Methods Instructions and explanations were clear and specific. Pupil were involved, were listened to, and were responded to appropriately. The ideas and experiences of pupils were drawn upon. The teaching methods adopted were suitable for all pupils in the class. 4. The Assessment and Evaluation of Pupils within the Class Pupils are involved and their understanding evaluated through the use of appropriate questioning. Mistakes and misconceptions are recognised by the teacher and are responded to within the lesson. 5. The Management of Pupil Behaviour Action was taken promptly to address inappropriate pupil behaviour. The teacher was confident in the strategy that he or she adopted for encouraging and rewarding good behaviour. Where behaviour was inappropriate, the teacher knew the next steps to take. 6. The Teacher s Objectives for Pupils Learning Pupils understood what work was expected of them during the lesson. Pupil outcomes of the lesson were consistent with the objectives set at the beginning. The pace was appropriate. 7. Classroom Organisation The classroom was well organised. Appropriate materials were available to pupils when needed. Where teacher assistants were involved, appropriate use was made of their support.
12 8. Homework Homework was set in accordance with the school s homework policy. Appropriate feedback on homework was given.
NUT GUIDANCE FOR MEMBERS IN SIXTH FORM COLLEGES
NUT GUIDANCE FOR MEMBERS IN SIXTH FORM COLLEGES This document sets out the NUT s guidance on performance management for sixth form colleges issued in March 2004. It reflects the NJC performance management
More informationA CLASSROOM OBSERVATION PROTOCOL
A CLASSROOM OBSERVATION PROTOCOL GUIDELINES FOR NUT SCHOOL REPRESENTATIVES National Union of Teachers www.teachers.org.uk A CLASSROOM OBSERVATION PROTOCOL: NUT GUIDANCE FOR SCHOOL REPRESENTATIVES PREFACE
More informationPolicy for the Appraisal of School Staff
Please note: This is a model policy for the effective appraisal staff in schools or academies. This is a model policy that has been developed in partnership between key advisors from SPS and KCC s Education,
More informationTeachers workload and working time policy. for Sixth Form Colleges GUIDELINES FOR NUT MEMBERS IN ENGLAND AND WALES
NATIONAL UNION OF TEACHERS Teachers workload and working time policy for Sixth Form Colleges GUIDELINES FOR NUT MEMBERS IN ENGLAND AND WALES CONTENTS Page Introduction 1 Section 1 Conditions of Service
More informationMendip Edge Federation
Mendip Edge Federation Fairlands Middle School POLICY FOR APPRAISING TEACHER PERFORMANCE Contents PURPOSE... 2 APPLICATION OF THE APPRAISAL POLICY... 2 THE APPRAISAL PERIOD... 2 SETTING OBJECTIVES... 3
More informationMODEL PERFORMANCE MANAGEMENT POLICY WALES
MODEL PERFORMANCE MANAGEMENT POLICY WALES The largest teachers union in Wales 1 CONTENTS These are the sections of the performance management model policy. Page Application of the policy Purpose Links
More informationST BARTHOLOMEW S SCHOOL. PERFORMANCE MANAGEMENT POLICY (Teachers and the Headteacher)
ST BARTHOLOMEW S SCHOOL PERFORMANCE MANAGEMENT POLICY (Teachers and the Headteacher) Reviewed by Learning Resources Committee, Spring 2011 Approved by Full Governing Body, Spring 2011 To be reviewed Spring
More informationHarbour School. Performance Management Policy. Version: 2.01. Learning & Achieving Together
Harbour School Learning & Achieving Together Performance Management Policy Version: 2.01 Date Released: 28 th November 2012 1 Please note: This is a model policy for the effective appraisal staff in schools
More informationRewards and Incentives Group. Teachers and Head teachers Performance Management. Guidance
Rewards and Incentives Group Teachers and Head teachers Performance Management Guidance This guide is intended for: Governors Head teachers Teachers School Improvement Partners Local authorities Please
More informationCompassion Courage Hope Integrity Justice Respect Responsibility - Wisdom. Herne Bay Junior School. Appraisal Policy. Policy Agreed: Sept 2015
Compassion Courage Hope Integrity Justice Respect Responsibility - Wisdom Herne Bay Junior School Appraisal Policy Policy Agreed: Sept 2015 Review Date: Sept 2016 1 1 Introduction Purpose of the Policy
More informationPolicy for the Appraisal of School Staff
Policy for the Appraisal of School Staff The Governing Body of Hartlip Endowed Church of England Primary School adopted this performance management policy October 2014. 1. Introduction Purpose of the Policy
More informationHow To Manage School Performance
Performance management for teachers Revised performance management arrangements 2012 Guidance Guidance document no: 073/2012 Date of issue: May 2012 Performance management for teachers Audience Local authorities,
More informationSchool Compliments & Complaints Policy. September 2015
September 2015 5 & 7 Diamond Court, Opal Drive, Eastlake Park, Fox Milne, Milton Keynes MK15 0DU, T: 01908 396250, F: 01908 396251, www.cognitaschools.co.uk Registered in England Cognita Limited No 5280910
More informationPolicy for the Appraisal of School Staff
PRESTON & WINGHAM PRIMARY SCHOOLS FEDERATION Policy for the Appraisal of School Staff APPROVAL & ADOPTION This policy was formally agreed and adopted by the Governing Body on: Chair of Governors Signed:
More informationIt is important that the Teachers Experiencing Difficulties section of the Appraisal Policy is read first.
Appendix to Appraisal Policy Appraisal- Teachers Experiencing Difficulties Advice on Informal Structured Support and Monitoring The school s appraisal policy details the necessary process and steps to
More informationGovernors, Head teachers, Teachers and Local Authorities
Title: Model Performance Management Policy for Schools Function: Information Status: Strongly recommended Audience: Governors, Head teachers, Teachers and Local Authorities Issued: March 2007 Model Performance
More informationImplementing your school s approach to pay. Departmental advice for maintained schools and local authorities
Implementing your school s approach to pay Departmental advice for maintained schools and local authorities September 2015 Contents Summary 4 About this departmental advice 4 Expiry or review date 4 Who
More informationHEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY
HEADLANDS PRIMARY SCHOOL GRIEVANCE POLICY GRIEVANCE POLICY Persons Responsible: Headteacher, Personnel Governors. Review Date: May 2014 Distribution: Web Page: Governors and staff. www.headlandsprimary.co.uk
More informationNASUWT/NUT MODEL SCHOOL PAY POLICY
NASUWT/NUT MODEL SCHOOL PAY POLICY PURPOSE OF THE MODEL PAY POLICY The NUT and the NASUWT believe that a fair, transparent and consistent pay policy which recognises and rewards teachers as highly skilled
More informationCapability procedures for teachers
Guidance Teachers & Staffing Capability procedures for teachers Governors LEAs and Church Authorities Status: Statutory Date of issue: July 2000 Ref: DfEE 0125/2000 Overview Governing bodies must by law
More informationTeacher appraisal and capability. A model policy for schools
Teacher appraisal and capability A model policy for schools May 2012 Contents Introduction 3 Model policy for appraising teacher performance and dealing with capability issues 5 Purpose 5 Application of
More informationPerformance Management Policy
Performance Management Policy Updated September 2007 Performance Management Policy CONTENTS Page 1 introduction 2 2 rationale explains the value of performance management 2 3 roles introduces the roles
More informationNASUWT. Taking Control. of your. Performance Management. A practical guide for teachers. The Teachers Union
NASUWT The Teachers Union Taking Control of your Performance Management A practical guide for teachers Important Information This practical guide is written in the context of the Education (School Teachers
More informationQAHC Feedback and Conflict Management Policy and Procedures
QAHC Feedback and Conflict Management Policy and Procedures Prepared By Erica Waters Consulting June 2000 Revised & Endorsed October 2000 Revised by QAHC September 2007 Policy Statement The Queensland
More informationUniversity of Roehampton. Quality Assurance of School Partnership Training & Delivery
University of Roehampton Quality Assurance of School Partnership Training & Delivery Policy adopted 26 th February 2015 Review date 26 th February 2016 Aim: The University of Roehampton will be relentless
More informationThe Folkestone School for Girls Policy on Performance Management
The Folkestone School for Girls Policy on Performance Management 1. Introduction - Purpose of the Policy We are committed to continually improve the quality of teaching and learning for all our students
More informationBUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE
BUCKINGHAMSHIRE COUNTY COUNCIL SCHOOLS GRIEVANCE POLICY AND PROCEDURE Version 2 Page 1 of 16 Revised June 2012 BUCKINGHAMSHIRE COUNTY COUNCIL GRIEVANCE POLICY AND PROCEDURE FOR SCHOOLS 1. Introduction
More information360 degree safe e-safety Assessment E-Safety Visit Draft Schedule
360 degree safe e-safety Assessment E-Safety Visit Draft Schedule School: Date of assessment: TBC Assessor: Dr Albin Wallace Headteacher: 08:30 Dr Albin Wallace arrives at school Schedule for School Assessment
More informationPerformance management for headteachers
Performance management for headteachers Revised performance management arrangements 2012 Guidance Guidance document no: 074/2012 Date of issue: May 2012 Performance management for headteachers Audience
More informationChildren and Lifelong Learning. Model Performance Management Policy for Support Staff in Schools
Children and Lifelong Learning Model Performance Management Policy for Support Staff in Schools 1 This policy should be read in conjunction with the Whole School Pay Policy which provides details of the
More informationManaging poor performance policy and procedure
Managing poor performance policy and procedure Final Draft - 1-27 October 2006 1 Introduction At the Information Commissioner s Office (ICO), we expect all employees to achieve a satisfactory level of
More informationYsgol Gymunedol Cefn Hengoed Community School
Ysgol Gymunedol Cefn Hengoed Community School If you believe it, you can achieve it! Credwch a gwnewch! Performance Management/ Staff Appraisal Policy Rheoli Perfformiad/Polisi Gwerthuso Staff Last Reviewed
More informationNational Standards for Headteachers
Guidance Organisation & Management National Standards for Headteachers Staff Management Status: Information Date of issue: 10/2004 Ref: DfES/0083/2004 Contents Introduction 2 Shaping the Future 6 Leading
More informationConsultation summary of responses. Proposals to revise the School Teacher Appraisal (Wales) Regulations 2002 (as amended) Number: WG14285
Number: WG14285 Welsh Government Consultation summary of responses Proposals to revise the School Teacher Appraisal (Wales) Regulations 2002 (as amended) Date of issue: November 2011 Proposals to revise
More informationAppraisal (Performance Management) A practical guide. Appraisees Appraisers NASUWT. The Teachers Union. The largest teachers union in the UK
Appraisal (Performance Management) A practical guide Appraisees Appraisers NASUWT The Teachers Union The largest teachers union in the UK Important Information This practical guide is written in the context
More informationSTATE HOSPITAL QUALITY PROCEDURES MANUAL
APPROVED BY: PAGE: Page 1 of 8 1.0 Purpose To define a complaints procedure which is as transparent, fair and impartial as possible to all users and providers of the services undertaken by the State Hospital.
More informationKING CHARLES PRIMARY SCHOOL CHILD PROTECTION & SAFEGUARDING POLICY. For Schools and Education Establishments in Cornwall
KING CHARLES PRIMARY SCHOOL CHILD PROTECTION & SAFEGUARDING POLICY For Schools and Education Establishments in Cornwall May 2014 1 Child Protection and Safeguarding Policy This policy was developed and
More informationHow To Deal With An Allegation Of Sexual Abuse In A School
1 Model Allegations Management Policy for Knowsley Schools and Education Settings July 2015 Introduction 1. All schools and education settings have a duty to promote and safeguard the welfare of children
More informationLooked after children good practice in schools
Looked after children good practice in schools This is a short report based on a small-scale survey of good practice in schools in relation to looked after children. It does not cover all aspects of looked
More informationDisciplinary and dismissal procedures for school staff
Revised guidance for governing bodies Guidance Welsh Assembly Government Circular Date of issue: procedures for school staff Audience Overview Action required Further information Additional copies Governing
More informationConsulted with: Ormiston Academies Trust, ASCL, ATL, GMB, NAHT, NASUWT, NUT, Unison and Unite.
Policy name: Managing teacher performance - Appraisal procedure Date consulted on: September 2014 Date for review: August 2015 Author: Ormiston Academies Trust - HR department Consulted with: Ormiston
More informationHARRIS FEDERATION MANAGERS GUIDE TO PERFORMANCE APPRAISAL: HOW IT ALL WORKS IN PRACTICE
HARRIS FEDERATION MANAGERS GUIDE TO PERFORMANCE APPRAISAL: HOW IT ALL WORKS IN PRACTICE 1. All Teaching Staff will be sent a letter from the Principal (see Appendix 3) with a copy of the Performance Appraisal
More informationComplaints Policy. Policy Consultation & Review
Complaints Policy Author/ Edited By Jo Bolver Review Body Policy review sub-committee (interim) Approved By the Governing Body 18 th May 2015 Next Review Due 3 yearly May 2018 Policy Consultation & Review
More informationEmployment Policies, Procedures & Guidelines for Schools
DEALING WITH ALLEGATIONS OF ABUSE AGAINST TEACHERS, OTHER STAFF AND VOLUNTEERS GUIDANCE FOR LOCAL AUTHORITIES, HEAD TEACHERS, SCHOOL STAFF AND GOVERNING BODIES March 2012 1 ABOUT THIS GUIDANCE This is
More informationJOB PROFILE For a Special Education Needs Coordinator (SENCO)
SAINT CECILIA S, WANDSWORTH JOB PROFILE For a Special Education Needs Coordinator (SENCO) DATE September 2013 JOB CONTEXT Saint Cecilia's, Wandsworth is a co-educational voluntary aided Church of England
More informationSouth Ayrshire Council. Report by Head of HR and Organisational Development to Leadership Panel of 19 April 2011
South Ayrshire Council Agenda Item No. 3 (2) (k) Report by Head of HR and Organisational Development to Leadership Panel of 19 April 2011 Subject: Disciplinary Procedures 1. Purpose 1.1 The purpose of
More informationAppraisal Policy for Learning Support Assistants
Appraisal Policy for Learning Support Assistants INTRODUCTION This policy is based on the Hertfordshire model policy May 2013. Performance management recognises and values strengths and supports colleagues
More informationShottery CE Primary School. Assessment, Recording and Reporting Policy
Shottery CE Primary School Assessment, Recording and Reporting Policy At Shottery Primary School At Shottery Primary we aim to follow the principles of assessment for learning, in that we share with the
More informationPerformance objectives
Performance objectives are benchmarks of effective performance that describe the types of work activities students and affiliates will be involved in as trainee accountants. They also outline the values
More informationPerformance Appraisal Policy For Teachers
Performance Appraisal Policy For Teachers Department: Schools HR Advisory Team Author: Ruth Alinek Original date of Issue: April 2012 Latest Review: May 2013 Version: 3 Hertfordshire County Council 2012.
More informationFleetwood High School
School report Fleetwood High School Broadway, Fleetwood, Lancashire, FY7 8HE Inspection dates 12 13 June 2014 Overall effectiveness Previous inspection: Inadequate 4 This inspection: Requires improvement
More informationStatutory guidance for appropriate bodies, local authorities, head teachers, school staff and governing bodies
Statutory guidance for appropriate bodies, local authorities, head teachers, school staff and governing bodies Contents GUIDANCE FOR APPROPRIATE BODIES, LOCAL AUTHORITIES, HEAD TEACHERS, SCHOOL STAFF AND
More informationDISPUTE RESOLUTION GRIEVANCE PROCEDURE FOR TEACHING & SUPPORT STAFF IN SCHOOLS
DISPUTE RESOLUTION GRIEVANCE PROCEDURE FOR TEACHING & SUPPORT STAFF IN SCHOOLS PLEASE NOTE: This document replaces the previous Grievance and Dignity at Work Policies and Procedures. 1. INTRODUCTION It
More informationAction short of strike action instructions Phase 1
ENGLAND NATIONAL ACTION AUTUMN TERM 2012 Action short of strike action instructions Phase 1 1 2 NATIONAL ACTION AUTUMN TERM 2012 Action short of strike action instructions Phase 1 This guidance applies
More informationFINANCIAL MANAGEMENT STANDARD IN SCHOOLS (FMSiS)
FINANCIAL MANAGEMENT STANDARD IN SCHOOLS (FMSiS) East Riding of Yorkshire Council Updated by Schools Finance May 2009 ERYC FMSiS Guide 1 ERYC FMSiS Guide 2 CONTENTS PAGE 1) Introduction 2) Background 3)
More informationINVESTORS IN PEOPLE REVIEW REPORT
INVESTORS IN PEOPLE REVIEW REPORT Lower Farm Primary School Page: 1 of 13 CONTENTS Key Information 3 Assessor Decision 3 Milestone Dates 3 Introduction 4 Assessment Objectives 4 Feedback Against the Assessment
More informationTEACHER CAPABILITY POLICY Guidelines and Procedural Document
Human Resources Manual for Schools TEACHER CAPABILITY POLICY Guidelines and Procedural Document 1. Purpose This policy applies only to teachers or head teachers about whose performance there are concerns
More informationPhoenix College. 40 Christchurch Road, Reading, RG2 7AY. Inspection dates 15 16 October 2014
Phoenix College 40 Christchurch Road, Reading, RG2 7AY Inspection dates 15 16 October 2014 Overall effectiveness Previous inspection: Good 2 This inspection: Good 2 Leadership and management Good 2 Behaviour
More informationDisciplinary Policy and Procedure
Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best
More informationAdditional Educational Needs and Inclusion Policy and Procedures
Additional Educational Needs and Inclusion Policy and Procedures Date of issue: February 2013 Review date: February 2014 This policy was discussed, agreed and formally accepted on 5 February 2013 by the
More informationEmployment Policies, Procedures & Guidelines for Schools
DEALING WITH ALLEGATIONS OF ABUSE AGAINST TEACHERS, OTHER STAFF AND VOLUNTEERS GUIDANCE FOR LOCAL AUTHORITIES, HEAD TEACHERS, SCHOOL STAFF AND GOVERNING BODIES July 2014 1 ABOUT THIS GUIDANCE This is statutory
More informationGrievance and Disputes Policy and Procedure. Document Title. Date Issued/Approved: 10 August 2010. Date Valid From: 21 December 2015
POLICY UNDER REVIEW Please note that this policy is under review. It does, however, remain current Trust policy subject to any recent legislative changes, national policy instruction (NHS or Department
More informationDisciplinary and dismissal procedures for school staff
Revised guidance for governing bodies Guidance Welsh Government circular Date of issue: procedures for school staff Audience Overview Action required Further information Additional copies Status of documents
More informationSS Philip and James C of E Primary School Exit Interview Policy for Teachers and Headteachers
Introduction SS Philip and James C of E Primary School Exit Interview Policy for Teachers and Headteachers As part of SS Philip and James commitment to valuing and developing its employees, we monitor
More informationPerformance Review and Development Scheme for Support Staff Policy
Performance Review and Development Scheme for Support Staff Policy Policy Reviewed by Resource committee Autumn 2013 Reviewed policy shared with staff on: Autumn 2013 Policy to be reviewed again on: Autumn
More informationVernon Park Primary School. Teaching and Learning Policy
Vernon Park Primary School Teaching and Learning Policy The school s approach to teaching and learning is based upon the school vision: At Vernon Park Primary School we aim to provide all children, parents,
More informationDISCIPLINARY POLICY AND PROCEDURES DISCIPLINARY POLICY AND PROCEDURE
DISCIPLINARY POLICY AND PROCEDURE Date: 5 May 2015 Approved: 3 June 2015 Review date: 22 April 2018 1 CONTENTS 1. INTRODUCTION 2. NOTES OF GUIDANCE Counselling General Principles Investigation Minor Matters
More informationCustomer Service Policy
Customer Service Policy Page 1 of 14 Contents Paragraph Description Page Number 1.0 Intoduction 4 2.0 Policy Aims & Objectives 4 3.0 Policy Scope 4 4.0 Linkage to Corporate Plan 5 5.0 Roles and Responsibilities
More informationSocial Networking Protocol for Schools Managed Staff
Social Networking Protocol for Schools Managed Staff Created by HR Consultancy June 2010 1 Social Networking Protocol 2010 Contents 1. Purpose 2. Scope 3. School s Expectations 4. Safeguarding 5. Monitoring
More informationInduction for newly qualified teachers (England) Statutory guidance for appropriate bodies, headteachers, school staff and governing bodies
Induction for newly qualified teachers (England) Statutory guidance for appropriate bodies, headteachers, school staff and governing bodies Revised September 2015 Contents SECTION 1: INTRODUCTION 6 Purpose
More informationNEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE
1. Scope and Purpose NEWMAN UNIVERSITY DISCIPLINARY POLICY AND PROCEDURE 1.1 Newman University [hereafter referred to as the University] recognises disciplinary rules and procedures are necessary for the
More informationGeneric grade descriptors and supplementary subjectspecific guidance for inspectors on making judgements during visits to schools
Religious education Generic grade descriptors and supplementary subjectspecific guidance for inspectors on making judgements during visits to schools Inspectors visit 150 schools each year to inform Ofsted
More informationSalary The postholder will be paid on the appropriate point of the pay scale with the addition of the TLR 2B.
JOB DESCRIPTION ASSISTANT CURRICULUM LEADER FOR SCIENCE (TLR 2B) Salary The postholder will be paid on the appropriate point of the pay scale with the addition of the TLR 2B. Line of Responsibility The
More informationSCHOOL CHILD PROTECTION POLICY
SCHOOL CHILD PROTECTION POLICY (NAME OF SCHOOL) This policy was originally developed on (INSERT DATE) and adopted on (INSERT DATE). The name of the Designated Senior Person is: (INSERT NAME) The name of
More informationNEWSTEAD WOOD SCHOOL Avebury Road, Orpington, Kent BR6 9SA
NEWSTEAD WOOD SCHOOL Avebury Road, Orpington, Kent BR6 9SA Communications Policy July 2015 Review Body: FGB Leadership Group Responsibility: Headteacher Type of Policy: Non-Statutory Review Period: Annually
More informationSt Vincent s Catholic Primary School e-safety Policy
St Vincent s Catholic Primary School e-safety Policy Policy e-safety Policy Date January 2015 Date of review January 2016 Signed Chair of Governors Signed Headteacher Effective Practice in e-safety E-safety
More informationFRAMEWORK FOR INSPECTIONS
FRAMEWORK FOR INSPECTIONS In use from January 2015 CODE OF CONDUCT FOR INSPECTORS The inspectors relations with the schools they inspect are of the greatest importance. Inspectors must be sensitive, friendly
More informationTraining and Development Agency for Schools Page 2 of 5
Must schools wait until September to run planning meetings under the new arrangements, or can they do so in line with their own school cycle as soon as they feel they are ready: for example, in July 2007?
More informationSafeguarding. Chapel Road School
Specialist School for Communication and Interaction Safeguarding At Chapel Road School Designated Safeguarding Officers (DSO) Karin Heap Julie Montagner Wendy Callow Headteacher Assistant Head outreach
More informationMANAGER S GUIDE: CAPABILITY AND PERFORMANCE
MANAGER S GUIDE: CAPABILITY AND PERFORMANCE Index 1 Purpose of this guide 2 Purpose of the Capability/Performance Procedure 3 Responsibilities of managers and employees 4 Dealing with issues before they
More informationInclude Oxfordshire. Summary of key findings. P r o t e c t I n s p e c t i o n School report. Inspection dates 20 21 February 2013
P r o t e c t I n s p e c t i o n School report Include Oxfordshire East Oxford Community Centre, Princess Road, Oxford, OX4 1DD Inspection dates 20 21 February 2013 Overall effectiveness 2 Pupils achievement
More informationProfessional Standards for Teachers in England from September 2007 1
Professional Standards for Teachers in England from September 2007 1 Introduction Bringing coherence to the professional and occupational standards for the whole school workforce 1. The framework of professional
More informationHertsmere Borough Council. Data Quality Strategy. December 2009 1
Hertsmere Borough Council Data Quality Strategy December 2009 1 INTRODUCTION Public services need reliable, accurate and timely information with which to manage services, inform users and account for performance.
More informationNHS CHOICES COMPLAINTS POLICY
NHS CHOICES COMPLAINTS POLICY 1 TABLE OF CONTENTS: INTRODUCTION... 5 DEFINITIONS... 5 Complaint... 5 Concerns and enquiries (Incidents)... 5 Unreasonable or Persistent Complainant... 5 APPLICATIONS...
More informationPreparing for Inspection - an aide memoire for governors
Preparing for Inspection - an aide memoire for governors This aide memoire is to support governors in preparing for an Ofsted inspection. It includes a tool at the end to summarise your preparation ready
More informationSTAFF DISCIPLINE, CONDUCT AND GRIEVANCE PROCEDURE
STAFF DISCIPLINE, CONDUCT AND GRIEVANCE PROCEDURE 1. Introduction Disciplinary issues arise when problems of conduct or capability are identified by the employer and management seeks to address them through
More informationRiver Clyde Homes: Officer Service Desk Analyst
Job Role: Officer Service Desk Analyst Directorate: Business Support Role reports to: ICT Manager Roles Reporting to this role: N/A Total number of team members within team: 5 Grade: River Clyde Homes
More informationAssessment, Recording and Reporting Policy
St Peter s CE (VA) Infants School Assessment, Recording and Reporting Policy Philosophy Assessment is essential for the promotion of effective learning and teaching. It enables the teacher to deliver an
More informationSimon Bevan, Partner. Lawyers & Parliamentary Agents
Effective Performance Management Simon Bevan, Partner Lawyers & Parliamentary Agents Background Legal position Potentially fair reason for dismissal Defining poor performance employee is unable to perform
More informationDevelopment / Monitoring / Review of this Policy. Schedule for Development / Monitoring / Review
Blakeley Heath Primary School E-Safety Policy Development / Monitoring / Review of this Policy This e-safety policy has been developed by a working group made up of: Headteacher Coordinator Staff including
More informationSt John the Evangelist RC Primary School Whistle Blowing Policy
St John the Evangelist RC Primary School Whistle Blowing Policy In the Light of Jesus we learn to love and love to learn. Our Mission Statement was created as part of a joint initiative between our staff,
More informationDISCIPLINARY POLICY AND PROCEDURE
DISCIPLINARY POLICY AND PROCEDURE Date of Publication: April 2013 Agreed by: Vice Chancellor s Executive March 2013 Page 1 of 13 Policy 1.0 Introduction The purpose of the disciplinary policy and procedure
More informationDealing with Allegations of Abuse Against Staff in Schools. Practice Guidance
Dealing with Allegations of Abuse Against Staff in Schools Practice Guidance About this guidance This is statutory guidance from the Department for Education. Schools and colleges must have regard to it
More informationManagement of Absence Policy for all School Based Staff
City and County of Swansea Education Department Management of Absence Policy for all School Based Staff Sickness absence management policy and procedure The following policy and procedure is provided for
More informationChesterfield Royal Hospital NHS Foundation Trust THE ADVICE CENTRE AND COMPLAINTS POLICY
Chesterfield Royal Hospital NHS Foundation Trust THE ADVICE CENTRE AND COMPLAINTS POLICY 1. INTRODUCTION 1.1 The aim of the Advice Centre is to support the Trust s Service Experience Strategy by providing
More informationHow to Raise a Complaint Introduction
London School of Economics and Political Science Student Complaint Procedure Section One How to Raise a Complaint Introduction 1. This Student Complaint Procedure ( this Procedure ) sets out how the London
More informationDignity At Work Policy
Dignity At Work Policy For the Health Service Anti Bullying, Harassment and Sexual Harassment Policy and Procedure Summary Introduction The health service employers and health service trade unions have
More informationDamers First School Teaching & Learning Policy
Damers First School Teaching & Learning Policy DAMERS FIRST SCHOOL HAPPY CHILDREN & HIGH QUALITY OHANA! In our family NO ONE GETS LEFT BEHIND Because we believe CHILDREN ARE OUR FUTURE. TEACH THEM WELL
More informationEffective complaint handling
This guide sets out key information for state sector agencies about developing and operating an effective complaints process. It also provides information about the Ombudsman s role, as an independent,
More informationADVICE FROM THE HEADTEACHERS' ADVISORY PANEL GUIDELINES FOR HEAD TEACHER MEMBERS DISCIPLINARY PROCEDURES
ADVICE FROM THE HEADTEACHERS' ADVISORY PANEL GUIDELINES FOR HEAD TEACHER MEMBERS DISCIPLINARY PROCEDURES DISCIPLINARY PROCEDURES 1. General The purpose of this booklet is to provide guidelines for Head
More information