PERFORMANCE MANAGEMENT [SUPPORT STAFF] POLICY Author of Policy Paul Boyes Vice Principal Date adopted by Governors/Academy December 2014 Signed on behalf of Governing Body Date reviewed December 2014 ALL SAINTS CHURCH OF ENGLAND ACADEMY, PLYMOUTH Pennycross, PLYMOUTH PL5 3NE Page 1 of 10
All Saints Church of England Academy, Plymouth aims to be an inspirational community of learning, which will transform the life chances of the students and make a positive contribution to the well-being of the local community and the wider world. The Academy is rooted in Christian values including truth, justice, forgiveness, generosity and respect. The Academy aims to provide outstanding educational opportunities and experiences which will enable all students, regardless of ability and background, to bring out the best in themselves, and to make a difference for good in the world. The Academy believes that education is about the development of the whole person, and in educating each student will endeavour to: sharpen the mind enrich the imagination strengthen the body nourish the spirit encourage the will to do good open the heart to others This policy and the associated procedures are based on these principles, aims and beliefs. Page 2 of 10
Introduction All Saints Academy is committed to performance management as a tool to support the professional development of support staff. This policy covers all support staff except those on contracts of less than one year or those in their probationary period. It sets out a framework for all support staff to agree and review priorities and objectives within the context of the Academy s Development Plan, team targets and their own professional needs. Performance Management offers the following: A coherent structure for the professional development of support staff A framework for valuing the achievements of staff A means to provide appropriate and effective personal training and development to ensure job satisfaction, a high level of expertise and progression for staff in their chosen profession We want to improve the Academy s performance by developing the effectiveness of support staff both as individuals and in teams within the context of the Academy Development Plans. Purpose Performance management is important to all staff for the following reasons: It values the work of support staff by celebrating good professional practice It recognises all staff in supporting and raising their personal self-esteem and development It acknowledges the important role of support staff It demonstrates our commitment to raising the profile and status of support staff It encourages good and open communication and positive working relationships at all levels It encourages staff to value what they do It provides opportunities to identify and share good practice It provides regular opportunities for identifying individual training needs within the context of whole Academy planning It encourages staff to take control of their own professional development Roles within the Performance Management Structure Each member of the support staff will be allocated to an appropriate Reviewer, either from within the support staff, or from the teaching staff, dependent on job role. The following will be discussed in an annual review: The role of the individual and their contribution to the Academy Areas of work that have gone well during the previous academic year Areas of work that have been challenging during the previous academic year Page 3 of 10
Aims and targets for the next academic year Training needs Prior to the meeting there will be an opportunity for the Reviewee to complete a pro forma to assist them in reflecting on their performance and to aid the discussion. The Academy recognises the importance of Performance Management for all staff and will seek to monitor the implementation and application of the agreed Performance Management process. The Academy Principal also recognises the importance of Performance Management of all staff and will monitor, on behalf of the Governing Body, the day to day management of the Academy s Performance Management process. The Reviewers will: be identified from support and teaching staff be appointed on the basis of their line management role with the reviewee ideally have no more than 4 staff to review be familiar with the relevant job descriptions Procedure Reviewers will meet with support staff for a Performance Management discussion [approximately 30-45 minutes] at least once during each academic year. Prior to the meeting, members of support staff will be asked to reflect on the past year using a prompt sheet, Appendix A. The reflections will be captured on a pro forma, Appendix B, before the meeting and will form the basis for discussion at the meeting. The discussion will include: a review of the job description a review of the daily work of the member of support staff, including a review of past performance specific challenges faced during the year and how these have been overcome appropriate career progression within the Department and the Academy future targets The outcome of these discussions will be recorded on the Review Statement at Appendix C. Any training requirements will be noted and the Line Manager or member of support staff will find out how these could be met and agree a timetable for this. All paperwork should be completed within 10 days of the review and returned to the Reviewee. A further 10 days will be given for the Reviewee to request any amendments to the paperwork. Page 4 of 10
Copies of the Review Statement should be forwarded to the Director of Professional Development/Staff Development Coordinator. Copies of the review statement will be held by: the Reviewee the Reviewer the Principal the Director of Professional Development/Staff Development Co-ordinator Page 5 of 10
Resources SUPPORT STAFF PERFORMANCE MANAGEMENT DISCUSSION APPENDIX A Before our Performance Management discussion together, it will be helpful if you can give a few moments to review the past year and consider: Your current job description. Areas that you are confident about and have had success with. Which areas would you like to develop? What skills/ideas can you share with other members of the Department/other support staff in another Department? What is your personal career ambition? Would you like a change of emphasis within the Department or Academy? Are you looking for posts with further responsibility? Do you have ideas about the sort of INSET or training you would like to have and where it can be provided? What else would you like us to discuss? The discussion time will go quickly and it will be much more productive and useful if you have thought about these questions, some of which you may feel are irrelevant, however, please do not discuss them before you have reflected on your role in the Academy. Page 6 of 10
Confidential PERFORMANCE MANAGEMENT 2010/2011 Questions which may help prepare for the Support Staff Performance Management discussion. 1. Currently, what are your main areas of responsibility? 2. In general, how has your work been going? 3. Which particular aspects of your job are giving you the least satisfaction? 4. Which particular aspects of your job are giving you the most satisfaction? 5. What tasks do you think you have performed well and why? 6. What tasks do you think you could perform more effectively and why? 7. What, if anything, has prevented you from being more effective in these areas? 8. What additional help or support would you like? 9. Are there any aspects of your job description you would like to discuss? 10. How does your job description relate to your present work? 11. How do you see your career developing? 12. What aspect of your work do you think [at this stage] might provide a useful review focus? Page 7 of 10
To be completed by the member of support staff before the Performance Management discussion. APPENDIX B PERFORMANCE MANAGEMENT DISCUSSION Name: Date: Line Manager: 1. Job Description 2. Areas that you are confident with and/or have been successful with. 3. Which areas would you like to develop? 4. What skills/ideas could you share and with whom? 5. What are your personal career ambitions? [If you have been at the predecessor school/academy a long time, would you like to do something different? What?] Page 8 of 10
6. Where do you want to be in 3-5 years time? 7. What INSET or training needs do you know you want? How can we organise this? 8. What targets can we agree for the coming year? 9. What else would you like to discuss? Are there any issues you would like to raise? Page 9 of 10
APPENDIX C To be completed by the Line Manager and agreed with the member of support staff during the Performance Management discussion. PERFORMANCE MANAGEMENT REVIEW STATEMENT Name: Date: Summary of Performance Management discussion Agreed targets Training needs identified to be notified to Staff Development Co-ordinator Signed: Support Staff Signed: Line Manager Page 10 of 10