HARRIS 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 Schedule (see Appendix 4) asking them to complete a Staff Development Questionnaire (see Appendix 5) prior to the objective setting meeting, at the beginning of each academic year. Objective setting meetings (see Appendix 2) with the appraisee should last approximately 30 minutes each. This initial meeting will set the scene for the performance review cycle. It will: a) Consider the individual s job description and key accountabilities in relation to the Academy Improvement Plan; Agree scope and focus of performance review and specific objectives to measure students progress e.g. exam results at KS3, 4 or 5; b) Link to the Teachers Standards 2012, as relevant to the position of the appraisee on the pay spine; c) Agree focus of observation, where objectives are set for those with management responsibilities at least one observation should focus on a management task; d) Agree Performance objectives, success criteria and evidence/data to be generated; e) Agree areas for professional development and training. 2. Observations Observation gradings are indicative of that specific event and do not solely determine the final review grade. They do of course provide evidence and are formative but should not be regarded as summative. Observations should seek to cover the full range of an individual s work. So, for example, for a teacher who is also a tutor, this may include observation of a tutor group session, classroom, practical activity, study support group, etc. With regard to classroom observation of teachers, the Academy will use the OFSTED criteria to form the basis for the assessments. For a teacher with management responsibility, it would be appropriate, in addition, to focus on their particular area of management, again drawn up from the job description, in consultation with the teacher concerned. Similarly with regard to support staff, it would be necessary to collect information appropriate to individual job descriptions and scheduling of tasks, in the office, prep room, workshop, meetings, etc. 3. Mid-Cycle Feedback This will be given by appraisers in mid-february each year (see Appendix 2). After feedback has taken place, appraisers return the review files to the Personnel Officer who verifies completion and notifies the Principal of any gradings falling into the inadequate category. The Principal will then liaise with the individual appraiser or suggest a programme of support that can be implemented which may mean renegotiation of objectives. This will give everyone a period of time in which to aim for a higher grade. 4. Collection of Information by Appraiser The information collected will differ according to job description. For example, for a main scale teacher, it would be appropriate to see the teacher s planner, containing class registers, marks recorded, lesson plans, and homework records and also sample of students work. If the teacher was also a tutor, student Planners and tutor group register would be looked at. For support staff, it will be similarly necessary to determine what evidence it is appropriate to collect in order to arrive at a fair assessment. 5. Final Review Meeting 30 minutes The appraiser and the appraisee should create a positive atmosphere of review during the meeting. The appraiser should ensure that the appraisee s self-evaluation has been completed on the objective setting form and this is considered during the review meeting. The objectives of the final review meeting are to: Page 1 of 28

Identify successes and aspects where there has been a good or better performance Identify areas to be developed and training needs Suggest possible objectives for the next cycle Complete assessment and notification of review grade Gain appraisee s signature of agreement or appeal. 6. Appeals for Teaching Staff on M1-M4 Any appeals arising from the final review meeting or challenges to the grades awarded are heard by the Principal or in the case of anyone directly line managed by the Principal, the CEO or other appointed Governor. The process will be as follows: After the moderation process, the Principal/CEO will send a letter to the appraiser of the appraisee appealing, inviting him/her to comment on reasons for the appeal. Comments must be received within five working days. After receiving the appraiser s comments, the Principal/CEO will invite the appraisee to make an appointment to see him/her within five working days. At this meeting, the Principal/ CEO will hear any representations the appraisee may wish to make. The Principal will complete the form Appeal Meeting with Staff (see Appendix 7) to record notes made from the meeting. This will be placed on the member of staff s performance review file. The Principal/CEO will make a decision regarding the appeal and confirm the outcome in writing to the member of staff within five working days. The Principal s/ceo s decision is final. 7. Appeals for teaching staff on M5-M6, UPS, Leadership or AST scales Any appeals arising from Performance Appraisal will heard through the pay policy appeals procedure as decisions for staff on these scales could affect pay. A member of staff receiving a judgement from an appraiser which affects their pay will have the right of appeal to the Principal. A member of staff appealing the Principal s decision will have right of appeal to the CEO. Page 2 of 28

CLASSROOM OBSERVATION PROTOCOL All classroom observation, as part of the Performance Management cycle, will be undertaken in accordance with the Performance Management Policy, any associated guidance and this classroom observation protocol. The Governing Body is committed to ensuring that classroom observation is developmental and supportive and that those involved in the process will: Carry out the role with professionalism, integrity and courtesy; Evaluate objectively; Report accurately and fairly; and Respect the confidentiality of the information gained. The total period for classroom observation arranged for any member of staff will be in proportion to need and the requirements of the Academy. In the Academy proportionate to need will be determined by the Academy Leadership Team. Where evidence emerges about the appraisee s teaching performance which gives rise to concern during the cycle, classroom observations may be arranged in addition to those identified at the beginning of the cycle. Information gathered during the observation will be used, as appropriate, for a variety of purposes including informing Academy self-evaluation and Academy improvement strategies in accordance with the Academy s commitment to streamlining data collection and minimising bureaucracy and workload burdens on staff. Classroom observations will only be undertaken by persons with QTS or a recognised Post 16 Qualification. In addition, in the Academy classroom observation will only be undertaken by those who have had adequate preparation and the appropriate professional skills to undertake observation and to provide constructive oral and written feedback and support, in the context of professional dialogue between colleagues. Oral feedback will be given as soon as possible after the observation and no later than the end of the following working day. Written feedback will be provided within five working days of the observation taking place. If issues emerged from an observation that were not part of the focus of the observation as recorded in the Performance Management report form, these should also be covered in the written feedback and the appropriate action taken. The written record of feedback also includes the date on which the observation took place, the lesson observed and the length of the observation. The member of staff has the right to append written comments on the feedback document. No written notes in addition to the recorded feedback will be kept. The Principal has a duty to evaluate the standards of teaching and learning and to ensure that proper standards of professional performance are established and maintained. The Academy Leadership Team has a right to drop in to lessons at any time to inform their monitoring of the quality of learning. Drop ins will only inform the Performance Management process where evidence arises which merits the revision of the Performance Management report form. TASK OBSERVATION PROTOCOL In some cases, it may be that a task rather than a lesson is observed. A template for a task observation is stored on the Academy network. Feedback and recording of the outcome and performance of the appraisee will follow the same protocols for a lesson observation as cited above. Page 3 of 28

HARRIS ACADEMY (INSERT NAME) PERFORMANCE REVIEW PROCESS Appraisers will judge the appraisee s overall rating of performance across the Performance Management cycle. Four grades will be used: outstanding, good, requires improvement and inadequate. For an explanation of the criteria for Performance Management review grades, (see Appendix 1). It is unlikely that new members of staff should attain any performance grade above good at the end of the first year. The initial grading will form a firm foundation for aiming at higher grading in successive years. IN ADDITION FOR TEACHING STAFF Teachers on the M5 and M6 pay spine who are eligible for progression on to the upper pay spine will need to attain a grade of Good as a minimum requirement in relation the last two Performance Management cycles as well as meeting the Teachers Standards at an appropriate level. This will apply to the next two year s performance. Teachers on the upper pay spine need to attain at least a grade of good for their overall performance and meet the Teachers Standards at an appropriate level for further progression. EXCEPTIONAL CIRCUMSTANCES Staff on the capability process will not be eligible for any movement of, or threshold pay progression. This will be reviewed when the process elapses when a decision will be made. Any member of staff not considered eligible to access Threshold at this point, will be considered for eligibility in the following round. THE PERFORMANCE MANAGEMENT CYCLE 1. All Support and Teaching Staff will be sent a letter from the Principal (see Appendix 3) with a copy of the Performance Management Schedule (see Appendix 4) asking them to complete a Staff Development Questionnaire (see Appendix 5) prior to the objective setting meeting, at the beginning of each academic year. Objective setting meetings (see Appendix 2) with the appraisee should last approximately 30 minutes each. This initial meeting will set the scene for the performance review cycle. It will: a) consider the individual s job description and key accountabilities in relation to the Academy Improvement Plan; Agree scope and focus of performance review and specific objectives to measure students progress e.g. exam results at KS3, 4 or 5; b) link to the professional standards for teachers as relevant to the position of the appraisee on the pay spine; c) agree focus of observation, where objectives are set for those with management responsibilities at least one observation should focus on a management task; d) agree Performance objectives, success criteria and evidence/data to be generated; e) agree areas for professional development and training. 2. Observations Observation gradings are indicative of that specific event and do not solely determine the final review grade. They do of course provide evidence and are formative but should not be regarded as summative. Observations should seek to cover the full range of an individual s work. So, for example, for a teacher who is also a tutor, this may include observation of a tutor group session, classroom, practical activity, study support group, etc. With regard to classroom observation of teachers, the Academy will use the OFSTED criteria to form the basis for the assessments. For a teacher with management responsibility, it would be appropriate, in addition, to focus on their Page 4 of 28

particular area of management, again drawn up from the job description, in consultation with the teacher concerned. Similarly with regard to support staff, it would be necessary to collect information appropriate to individual job descriptions and scheduling of tasks, in the office, prep room, workshop, meetings, etc. 3. Mid-Cycle Feedback This will be given by appraisers in mid-february each year (see Appendix 2). After feedback has taken place, appraisers return the review files to the Personnel Officer who verifies completion and notifies the Principal of any gradings falling into the inadequate category. The Principal will then liaise with the individual appraiser or suggest a programme of support that can be implemented which may mean renegotiation of objectives. This will give everyone a period of time in which to aim for a higher grade. 4. Collection of information by Appraiser The information collected will differ according to job description. For example, for a main scale teacher, it would be appropriate to see the teacher s planner, containing class registers, marks recorded, lesson plans, and homework records and also sample of students work. If the teacher was also a tutor, student Planners and tutor group register would be looked at. For support staff, it will be similarly necessary to determine what evidence it is appropriate to collect in order to arrive at a fair assessment. 5. Final Review Meeting 30minutes The appraiser and the appraisee should create a positive atmosphere of review during the meeting. The appraiser should ensure that the appraisee s self-evaluation has been completed on the objective setting form and this is considered during the review meeting. The objectives of the final review meeting are to: Identify successes and aspects where there has been a good or better performance Identify areas to be developed and training needs Suggest possible objectives for the next cycle Complete assessment and notification of review grade Gain appraisee s signature of agreement or appeal. 6. Appeals for Support Staff or Teaching Staff on M1-M4 Any appeals arising from the final review meeting or challenges to the grades awarded are heard by the Principal or in the case of anyone directly line managed by the Principal, the CEO or other appointed Governor. The process will be as follows: After the moderation process, the Principal/will send a letter to the appraiser of the appraisee appealing, inviting him/her to comment on reasons for the appeal. Comments must be received within five working days. After receiving the appraiser s comments, the Principal/CEO will invite the appraisee to make an appointment to see him/her within five working days. At this meeting, the Principal/ CEO will hear any representations the appraisee may wish to make. The Principal will complete the form Appeal Meeting with Staff (see Appendix 7) to record notes made from the meeting. This will be placed on the member of staff s performance review file. The Principal/CEO will make a decision regarding the appeal and confirm the outcome in writing to the member of staff within five working days. The Principal s/ceo s decision is final. 7. Appeals for Teaching Staff on M5-M6, UPS, Leadership Scales Any appeals arising from Performance Management will heard through the pay policy appeals procedure as decisions for staff on these scales could affect pay. A member of staff receiving a judgement from an appraiser which affects their pay will have the right of appeal to the Principal. A member of staff appealing the Principal s decision will have right of appeal to the CEO. Page 5 of 28

LIST OF APPENDICES 1 Criteria for Performance Management Reviews 2A 2B Performance Management Report Form including INSET needs (Teaching Staff) Performance Management Report Form (Support Staff) 3 Principal s letter 4 Schedule of Events 5 Staff Development Questionnaire 6A 6B Observation of Work, Classroom Observation Observation of Work, for other than Classroom Observation 7 Appeal Meeting with Staff Page 6 of 28

APPENDIX 1 HARRIS ACADEMY (INSERT NAME) CRITERIA FOR PERFORMANCE MANAGEMENT REVIEWS Performance Management focuses on the key accountabilities in each individual s job description in relation to the delivery of the Academy s Improvement Plan and the Teachers Standards. This is used together with contributions made to the life of the Academy and performance related to standards of dress, loyalty, punctuality, attendance and commitment to the aims and objectives of the Academy. At the annual objective-setting meetings, the appraisee will have negotiated with the appraiser a performance objective and also for any additional objectives identified and agreed for review, including contributions to the life of the Academy. Four grades will be used by appraisers to judge the overall rating of performance across the academic year, as follows: Outstanding This category is reserved for that select group of staff whose all-round performance can be said to be truly outstanding, where the key performance objectives are achieved in full and where wider contributions are in tune with the aims and objectives of the Academy. For Teaching Staff: All lessons observed as part of the Performance Management process are judged good or better with some outstanding features; Challenging student performance objectives are met or exceeded; All other work observations in relation to performance objectives are judged good or better with some outstanding features; Key accountabilities are performed to a Good standard with outstanding features. Good Good and consistent all round performance. Key objectives are achieved to a good extent, all objectives are met and some may be clearly exceeded. This category of grading will be considered the minimum level of performance for teachers on the upper pay scale who are eligible for progression as well as those on M5 and M6 of the main pay scale in relation to the entering the upper pay scale. For Teaching Staff: All lessons observed as part of the Performance Management process are judged as at least good; Challenging student performance objectives are met; All other work observations in relation to performance objectives are judged at least good; Key accountabilities are performed to a Good standard; Meet Teachers Standards at the appropriate level for Post Threshold progression (applies only to those M5 or above). standard; Key accountabilities are performed to a Good standard. Requires Improvement Key accountabilities are performed to a satisfactory standard, with sufficient objectives being met to offset shortfalls in others. This is an expected performance, otherwise deemed as satisfactory. For Teaching Staff: All lessons observed as part of the Performance Management process are judged at least Satisfactory; Student performance objectives are met; All other work observations in relation to performance objectives are judged Satisfactory; Meet the Teachers Standards Page 7 of 28

Inadequate Performance in relation to the stated objectives and/or key accountabilities is not satisfactory, i.e., key objectives are not achieved, with achievement in relation to some objectives not sufficient to offset serious shortfalls in others. Effort is misdirected, with performance and attitudes out of step with the aims and objectives of the Academy. For Teaching Staff: One or more lesson observation is judged inadequate; Student performance objectives are not met; Some other work observations in relation to performance objectives are judged unsatisfactory. It is anticipated that for new members of staff it should be possible to attain either a satisfactory or good rating of performance at the end of your first year, which will form a firm foundation for aiming at outstanding in successive years. Page 8 of 28

APPENDIX 2A HARRIS ACADEMY (INSERT NAME) STAFF PERFORMANCE REVIEW: 20xx/20xx SESSION PERFORMANCE MANAGEMENT REPORT FORM (TEACHING STAFF) STAGE ONE: AT THE OBJECTIVE-SETTING MEETING (30 Minutes) To be completed by 23 rd October 20xx for all staff Appraisee s Name (Dr, Ms, Mrs, Miss or Mr) Job Title(s) Date of Appointment Appraiser(s) Objective Setting Meeting took place (date) (time) (duration) (place) JOB DESCRIPTION(S) (TO BE ATTACHED TO THIS DOCUMENT) Performance Objective (linking to key accountabilities of job role, academy/ subject priorities, professional standards for teachers, previous review outcomes) Example: Ensure that the VLE is being used effectively to enhance student learning Agreed Success Criteria By Dec, class communities set up and students accessing in class/from home Resources and schemes of work on to VLE and shared with other teachers By Jan, All homework set and accessed by VLE Evidence Indicators/Data required Homework marks/levels Lesson observation VLE overview Work scrutiny INSET delivered to others in a twilight Student progress data 1. Student progress 2. Pastoral (where relevant) 3. Job role Page 9 of 28

Additional objectives, for example in relation to a core/post threshold progression. For a colleague on M5 and M6, it would is expected that a conversation on meeting the teachers Standards at an appropriate level would take place and any improvements needed in order to successfully meet the standards would need to encapsulated into an objective and recorded below. Performance Objective (linking to key accountabilities of job role, academy/subject priorities, professional standards for teachers, previous review outcomes) Agreed Success Criteria Evidence Indicators What are the professional learning requirements or other support needed to meet the key performance objectives (accountabilities) and additional objectives? Objective Objective Objective Objective Focus of three observations of work (one per term) in office, prep room, workshop, classroom, meeting, tutor time or other: 1. 2. 3. Page 10 of 28

APPRAISEE S AGREEMENT: I agree to the objectives for 20xx/20xx as discussed with my appraiser as above at my objective setting meeting. Signed: (Appraisee) Date: Countersigned: (Appraiser) Date: STAGE TWO: MID-CYCLE FEEDBACK It is the appraiser s and appraisee s collective responsibility to create a positive atmosphere of review throughout the review cycle. There should be no great surprises at the final review meeting. By Tuesday 23 rd February 20xx, mid-way through the cycle, all staff will receive feedback by their Appraisers as to how they are doing in terms of the four categories of performance. This will give everyone a period of time in which to aim for the highest possible grading. Inadequate Requires Improvement Good Outstanding Signed (Appraisee) (Appraiser) Date (Either tick one box OR indicate arrows between adjacent boxes) STAGE THREE: PRIOR TO FINAL REVIEW MEETING 1. Appraisee s self-evaluation should be completed below in relation to the set objectives: Objective 1: Objective 2: Objective 3: Additional objectives: Additional information that appraisee would like to state: Signed by Appraisee Date Page 11 of 28

AT THE CONFIDENTIAL FINAL REVIEW MEETING (ONE HOUR) Appraiser should not start these interviews until XX September 20xx (i.e. after the Standardisation Meeting scheduled for YY September 20xx). To be completed by Wednesday XX September 20xx for all staff in the scheme except: Coordinators (by Monday YY September 20xx) and ALG (by Friday XX October 20xx). Review Meeting took place (date) (time) (duration) (place) APPRAISER S STATEMENT in relation to set Performance Management objectives: (To be read out to appraisee at review meeting) A M1-M4 Appraisers judgement for colleague on M1-M4 of the main scale continues to meet requirements for Teachers Standards The colleague during this review period has successfully met the requirements of the core standards Yes/No If no: please state the standard(s) not being met and the reason/evidence for this judgement B M5-M6 Appraiser s judgement for colleague on M5-M6 of the main scale meets the requirements of the Teachers Standards at the appropriate level The colleague during this review period has successfully met the requirements of the Teachers Standards Yes/No If no: please state the standard(s) not being met and the reason/evidence for this judgement Page 12 of 28

Has due consideration been given to Appraisee s comments in arriving at final recommended grading? Yes/No APPRAISER S RECOMMENDATION OF PERFORMANCE RATING: (To be made in presence of staff member being appraised) Overall performance to include a judgement on objectives and key accountabilities Inadequate Requires Improvement Good Outstanding If Judgement is inadequate or Requires Improvement then reason/evidence for this judgement to be noted Name of Appraiser: Signed (Appraiser) Date APPRAISEE S COMMENT: EITHER I accept the recommendation of my Appraiser and understand that it is confidential. Additional Comment (optional): Name of Appraisee: Signed (Appraisee) Date OR I wish to appeal against the confidential recommendation of my Appraiser for the following reasons: Name of Appraisee Signed (Appraisee) Date FINAL DECISION Principal Signed (Principal) Date Page 13 of 28

HARRIS ACADEMY (INSERT NAME) STAFF PERFORMANCE REVIEW: 20xx/20xx SESSION APPRAISEE S PROFESSIONAL LEARNING NEEDS (Teaching Staff) To be completed at objective setting meeting and returned with Objective-Setting Form. This form will be passed to the Assistant Principal with responsibility for Professional Learning to monitor the provision of INSET. Appraisee s Name (Dr, Ms, Mrs, Miss or Mr) Job Title(s) Faculty Appraiser(s) Area of learning required How does this link to Performance Management objectives? Which aspects of Teachers Standards does the INSET need relate to? Page 14 of 28

APPENDIX 2B HARRIS ACADEMY (INSERT NAME) STAFF PERFORMANCE REVIEW: 20xx/20xx SESSION PERFORMANCE MANAGEMENT REPORT FORM (SUPPORT STAFF) STAGE ONE: AT THE OBJECTIVE-SETTING MEETING (30 Minutes) To be completed by 23 rd October 20xx for all staff Appraisee s Name (Dr, Ms, Mrs, Miss or Mr) Job Title(s) Date of Appointment Appraiser(s) Objective Setting Meeting took place (date) (time) (duration) (place) JOB DESCRIPTION(S) (TO BE ATTACHED TO THIS DOCUMENT) Performance Objective (linking to key accountabilities of job role, academy/subject priorities, professional standards for teachers, previous review outcomes) 1. Agreed Success Criteria Evidence Indicators/Data Required 2. 3. Additional Objectives: 4. 5. Page 15 of 28

WHAT ARE THE PROFESSIONAL LEARNING REQUIREMENTS OR OTHER SUPPORT NEEDED TO MEET THE KEY PERFORMANCE OBJECTIVES (ACCOUNTABILITIES) AND ADDITIONAL OBJECTIVES? Objective Objective Objective Objective FOCUS OF THREE OBSERVATIONS OF WORK (one per term) IN OFFICE, PREP ROOM, WORKSHOP, OR OTHER: 1. 2. 3. APPRAISEE S AGREEMENT: I agree to the objectives for 20xx/20xx as discussed with my appraiser as above at my objective setting meeting. Signed: (Appraisee) Date: Countersigned: (Appraiser) Date: STAGE TWO: MID-CYCLE FEEDBACK It is the appraiser s and appraisee s collective responsibility to create a positive atmosphere of review throughout the review cycle. There should be no great surprises at the final review meeting. By Tuesday 23 rd February 20xx, mid-way through the cycle, all staff will receive feedback by their Appraisers as to how they are doing in terms of the four categories of performance. This will give everyone a period of time in which to aim for the highest possible grading. Inadequate Requires Improvement Good Outstanding Signed (Appraisee) (Appraiser) Date (Either tick one box OR indicate arrows between adjacent boxes) Page 16 of 28

STAGE THREE: PRIOR TO FINAL REVIEW MEETING Appraisee s self-evaluation should be completed below in relation to the set objectives: Objective 1: Objective 2: Objective 3: Additional objectives: Additional information that appraisee would like to state: Signed by Appraisee Date Page 17 of 28

AT THE CONFIDENTIAL FINAL REVIEW MEETING (ONE HOUR) Appraiser should not start these interviews until XX September 20xx (i.e. after the ALG Standardisation Meeting scheduled for YY September 20xx). To be completed by XX September 20xx for all staff in the scheme except: Coordinators (by XX September 20xx) and ALG (by YY October 20xx). Review Meeting took place (date) (time) (duration) (place) APPRAISER S STATEMENT in relation to set Performance Management objectives: (To be read out to appraisee at review meeting) Has due consideration been given to Appraisee s comments in arriving at final recommended grading? Yes/No APPRAISER S RECOMMENDATION OF PERFORMANCE RATING: (To be made in presence of staff member being appraised) Inadequate Requires Improvement Good Outstanding Name of Appraiser: Signed (Appraiser) Date APPRAISEE S COMMENT: EITHER I accept the recommendation of my Appraiser and understand that it is confidential. Additional Comment (optional): Name of Appraisee: Signed (Appraisee) Date OR I wish to appeal against the confidential recommendation of my Appraiser for the following reasons: Name of Appraisee Signed (Appraisee) Date FINAL DECISION Principal Signed (Principal) Date Page 18 of 28

HARRIS ACADEMY (INSERT NAME) STAFF PERFORMANCE REVIEW: 20xx/20xx SESSION APPRAISEE S PROFESSIONAL LEARNING NEEDS (Support Staff) To be completed at objective setting meeting and returned with Objective-Setting Form. This form will be passed to the Assistant Principal with responsibility for Professional Learning to monitor the provision of INSET. Appraisee s Name (Dr, Ms, Mrs, Miss or Mr) Job Title(s) Faculty Appraiser(s) Area of learning required How does this link to Performance Management objectives? What aspects of the Teachers Standards does the INSET need relate to? Page 19 of 28

APPENDIX 3 September 20xx TO ALL MEMBERS OF STAFF Via Staff Trays Dear Colleague STAFF PERFORMANCE MANAGEMENT 20xx/20xx Please find attached your copy of the Staff Development Questionnaire (SDQ) which you should complete and return to XXXXX, by midday on YY September. The information you provide will help focus the discussion at your Objective-Setting Meeting with your Appraiser during October 20xx. You will receive a complete schedule of deadline dates at the start of October. Staff not working at this time will receive a schedule in their trays and a meeting will be arranged for any questions arising. Staff Performance Management focuses on the Key Accountabilities in each individual's job description in relation to the delivery of the Academy s Improvement Plan. At the Objective-Setting Meeting, the appraisee will agree with the appraiser a performance indicator for each of the Key Accountabilities and also for any additional objectives identified and agreed for review. The meeting should also focus on data to be collected and three formal observations, one per term. Four categories will be used by appraisers to obtain an overall rating of performance across the academic year, from outstanding, good, and satisfactory to inadequate. It is anticipated that new members of staff will attain either a satisfactory or good rating of performance at the end of their first year. Mid-cycle feedback will be compulsory in mid-february 20xx. The Performance Management Policy and appendices which includes the schedule of documents can obtained from the personnel officer. Yours faithfully xxxxxxxxxxxxx Principal cc CEO Chairman of Governors Page 20 of 28

APPENDIX 4 Performance Management Schedule: Time Scales and Documents Event Required Documents Tick when completed Deadline Standardisation by Principal 20xx/xx Objective Setting Form X September 20xx Review Meeting Professional Learning (PL) Update: Teacher completing PL documents Prior to objective setting meeting Objective Setting Meeting Observation of work See PL folder: HPDP PL Action Plan Staff Development Questionnaire Ensure teacher planner updated Thorough analysis of objective data for classes 20xx/xx Objective Setting Form Appraisee s INSET needs form Staff Development Questionnaire Review all objectives for taught classes Check teacher planners/tutor files Lesson Observation Form or Task Observation Form Y October 20xx (form returned to xxxxx) Date of objective setting meeting ALG: XX September Coordinators: yy October Staff: XX October (forms returned to xxxxxxxxxxxxx) XX December 20xx YY April 20xx XX July 20xx Mid-Session Feedback 20xx/xx Objective Setting Form YY February 20xx Review Meetings/Objective Setting Meetings will then commence in Sept/Oct 20xx. Page 21 of 28

APPENDIX 5 STAFF DEVELOPMENT QUESTIONNAIRE Dear Colleague Within the context of the Academy Development Plan the purpose of the Staff Development questionnaire is: 1. To assist staff in identifying their own personal qualities for professional development, in harmony with the Academy's mission to raise the achievement of all our students. 2. To help staff reflect on their present post in a sympathetic way and help them in future career decisions. 3. To see how personal job satisfaction could be maximised. 4. To help appropriate line managers determine priorities for future Staff Development in order to achieve the Academy's goal more effectively. 5. To create a positive atmosphere of review and in doing so enhance the effectiveness of all members of staff. This questionnaire will be used to help focus the discussion at your Objective-Setting Meeting with your Appraiser in October 20xx Thank you for completing this questionnaire. Personnel Officer by midday on 30 th September 20xx. Please return it completed to xxxxxxxxxxxxxxxxxxx, Page 22 of 28

STAFF PERFORMANCE REVIEW 20xx/20xx SESSION: STAFF DEVELOPMENT QUESTIONNAIRE C O N F I D E N T I A L Name: Job Title(s): Line Manager: A. PRESENT POSITION 1. In the context of your present job description(s) which aspects of your role(s) give you most satisfaction and why? Be as specific as you can. 2. Which aspects of your job description give you most concern and least satisfaction? Try to define reasons for this. 23

B. FUTURE PROFESSIONAL AND PERSONAL DEVELOPMENT 1. Which areas have you developed in the last year through INSET courses, other professional learning opportunities and personal study? 2. In light of your professional learning action plan (in your CPD folder), identify areas for future training and development in order to achieve your own future ambitions and goals. C. JOB RELATED DEVELOPMENT (Linked to achievement of the Academy/Subject Improvement Plan) 1. How does your role relate to the achievement of the Academy Improvement Plan? Be specific e.g., literacy initiative, ICT, improving exam outcomes. 24

D. PROVISIONAL OBJECTIVES FOR 20xx/20xx Objective-Setting meetings are scheduled to be completed during October 20xx for all staff. In preparation for your meeting, please spend some time beforehand considering what objectives you feel you can deliver in relation to the Key Accountabilities in your job description, and what an appropriate performance indicator would be for each objective and also for any additional objectives identified by you. You can list as many provisional objectives as you like, but try to list realistic objectives. Where necessary, outline the INSET and support you would need to meet these objectives. Firm objectives on which you will be reviewed will be agreed at the Objective-Setting meeting with your Appraiser. For colleagues on M5/M6 you should also carefully read the Teachers Standards and check your progress against these appropriate interpretation of these for threshold progression. Please take this document alongside your CPD folder to your objective setting meeting. 25

APPENDIX 6A Lesson Observation Form Academy Proforma 26

APPENDIX 6B Task Observation Form Academy Proforma 27

APPENDIX 7 APPEAL MEETING WITH STAFF Name of Staff Faculty Date of meeting Duration of meeting Reason for appeal staff comments Issues discussed with Appraiser Follow up support required/agreed Additional comments Appeal Decision: Upheld new grading: Agree with appraiser s grading: Signed: (Principal) Date: 28