St Thomas Becket Catholic College

PERFORMANCE MANAGEMENT POLICY

Person Responsible: Tony Cohen / Assistant Head teacher

2011/2012

The aim is to improve the overall performance of teachers and support staff in order to benefit the pupils. Performance management is about 1. Job Description 2. Professional Standards 3. College Improvement Plan 4. Professional Aspirations Reviewers are chosen usually with the line management structure in mind, A maximum of 3 Reviewees per Reviewer. All reviewers should receive appropriate training. There are standards at each stage of a teachers career. By 31st October reviewers will need to have completed their observations and received from the reviewee or other sources any evidence necessary to judge whether the objectives have been met. This will need to be more rigorous, particularly where teachers are anticipating a threshold promotion. It is intended that the objectives link much more firmly with any movement into T2 and T3 and up the leadership spine. Pay recommendations should be included on the planning and review statement and this should be passed on to the governing body. The governing body will continue to make decisions about pay. Where a teacher is moving through the incremental scale or applying to cross the threshold, the Head will make the recommendation. In future the reviewer will make a recommendation for:Teachers progressing on the pay spine for post-threshold teachers.

Teachers move up the main scale from M1 to M6 automatically unless they are unsatisfactory according to their performance management review. To go through the threshold onto the Upper pay Scale, teachers must meet all the core and Post-threshold standards based on the previous two years performance management reviews. They must have made progress in meeting objectives set in reviews. Once through Threshold, teachers must continue to meet the core and post- threshold standards . pay progression will be decided every 2 years until the top of the scale is reached. Very few staff will be involved in pay progression issues. Staff will be asked to continue supporting the Catholic ethos as part of the P.M process.

Our school P.M cycle could follow something like:May/June/July - Planning/Review meeting/ lesson observation Sept/Oct - Complete review process documents to Tony - Head teacher will moderate and return these to staff to sign - Possible pay recommendation

Nov/Dec

Pay review body meets Appeals procedure Pay decisions made (backdated to Sept)

Although the planning and review meeting is the pivotal point, the Rewards and incentive Group also emphasizes the importance of opportunities for dialogue during the cycle. This mostly involves the sharing of information and developments including any concerns that might be experienced. This is described as a professional dialogue. The Planning/Review meeting will need to include:- Objectives set with regard to pay progression criteria, relevant professionals standards, work-life balance, job description, professional aspirations and wholeschool objectives. - Focus for observations - Training needs analysis - Performance criteria

During the review part of the meeting, the performance criteria will be considered in the light of evidence provided. This evidence should have been shared between the reviewer and review before the meeting. There should be opportunity for reflection on how far the review has met the agreed performance criteria. The objectives should be time bound, challenging but achievable and reflect the need for a satisfactory work/life balance. The performance criteria should indicate what success would look like at the end of the cycle. Ideally, objectives will be based on priorities that meet the needs of the reviewee and the school improvement plan.

Appendix A Setting Objectives Up to five objectives should be set 1. Whole School Taken from Whole School Improvement Plan (WSIP) In 2010/2011 this objective related to APP/AFL In 2011/2012 this objective centered on five Learning Sets of teachers with each set focusing on a strand relating to Whole School Improvement i.e. Literacy, Gifted and Talented, Reporting and Gateways/Celebrations 2. Student Progress The teachers own Year 11 class (or other year if Year 11 is not taught) using FFTD estimates as a guide

3. Head of Department The department Year 11 performance

4. Team An objective (not shared) that meets the need of the department 5. Professional/Personal (optional) A development objective

It is expected that each objective will have an impact upon pupil progress. Lesson observations should be followed by a brief verbal feedback and then an agreed written report within 10 working days. Appeals against any decisions made in the P.M. cycle should be made in writing to the Head Teacher. Implications for our school with teachers doing less cover but needing support and training to meet objectives. - Tighter control over CPD budget - More in-house and across school training - More coaching, mentoring and team work involving all staff