Performance and

development plan

When you’re at your

best, everyone benefits
This working document should Date
be updated every 6 months.
Employee and leader will work 26-06-18

together on this plan.

Employee name
Please try to limit the amount of Mandy Karin Maria Leimann
text to the fields provided. This
will help to sharpen your focus
Leader name
on performance and
development. Belinda Robertson

Performance development plan Page 1 of 5

My contribution
Set goals that align to the established priorities in your school, preschool, children’s centre or office/
division. Issues Off track
On impeding needing
Goals Achieved track progress support
Building relationships and behaviour management strategies with: Bailey 16, Jackson 14, Daniel 12, Riley 12, Charlie 16, Chris 18, Alex 17, Alessi 21, Arjan 28,
Adam 25.

Planning lessons that allow students to stretch by posing questions that allow critical and creative thinking.

Give students more reflection time when critically analyzing information. This will give more time for identifying and justifying their information .

Building relationships with students that fly under the radar. Are very quiet in class and don't pose as many questions. Trying to get them out of their shell in
class. Charlotte 22, Nick M 20, Aishwarya 27, Jaynie 27, Anoek 11, Ashleigh 16

Not every performance expectation associated with your role needs to be listed under 'my contribution'. Rather, these goals are the big things that you will focus on achieving over the next 12
months.
Generally, no more than 6 goals will help you to capture the key outcomes associated with your role. Goals should be Specific, Measurable, Achievable, Relevant and Time-based (SMART).

My career
What are my career goals or aspirations?

Short-term goal (up to 2 years) Long-term goal (2 - 5 years)

To gain my first full year contract in either a science or
classroom teaching environment.
Science Teaching ongoing contract. Career planning doesn’t always mean climbing a ladder. Think about
what energises and challenges you in your work, combine that with
your skills and experience and have a conversation with your leader
about where this could take you.
If your goal is to remain in your current, role, career aspirations can
focus on deepening your professional expertise or strengthening your
leadership capability. Learning activity should be reflected under 'My
learning' on the following page.

Performance development plan Page 2 of 5

My behaviour My learning
What do I do really well and how will it help me achieve my goals? What learning activities do I need to undertake that will support
What do I need to start doing to increase my effectiveness? me to do my work and achieve my career goals and aspirations?
Which of my behaviours prevent me from being more effective in
More learning on behavior management strategies.
my role? How will I manage those behaviours?
Continued communication with peers to help feel supported as a new teacher.
Continue - Being organized a week in advance for lessons to allow for my best teachings to occur.
Professional Development - Conferences
Start- Building relationships with the students that fly under the radar and are sometimes over
shadowed by students that are louder in the classroom.
Keep up with chats with Line manager on progress/support.
Stop- Getting flustered when multiple interruptions occur. Working on patience.

This is about how you go about your work and its impact on others or your success in your
work. It's about combining your knowledge of self and knowledge of the task at hand to
maximise your effectiveness. Also consider the range of behaviour expectations aligned to
your role (eg. standards, leadership capabilities, values).
My wellbeing
What can be done to enhance my wellbeing? Are there any work,
health or safety considerations?
Having a desk to work at when not teaching, the science room does not have one.
Think about the opportunities you have to learn on the job through relationships and
feedback, or by undertaking formal training in line with the 70/20/10 framework. (Including
networked leadership/collaborative learning processes.)
Our agreement
What support do I need from my Leader, or others, and how will
this help me achieve my goals?
Continued support on behavior management with children outlined in goal. Getting more support
from classroom teaching as Science can be isolating.

Having a decent chair to sit at when working.

Employee’s signature Date

Mandy Leimann 6/9/2018

This is about the interaction between your work, your health, your safety, your wellbeing Leader’s signature Date
and your personal responsibilities. Have a conversation with your leader about how you will
work together to find the right balance that ensures the best outcome for you and your
work.

Performance development plan Page 3 of 5

6 Month Review comments
Update progress against established goals on page 1 during 6 monthly
review conversations. There is no requirement to classify or formally rate
overall performance.

Use the DECD Performance and Development Review – Conversational Tool to

frame review conversations. Employee and leader comments should be documented
to record a summary of the review conversation.

Employee summary comments Leader summary comments

Employee signature Date

The date of 6 monthly review conversations must be recorded
in the HRS, Staff Overview Module by the site manager, or
delegated performance and development plan user.
Leader signature Date
There is no requirement to upload this plan, however on fianlisation,
the plan should be printed, signed by both parties and filed in a
secure location.

6 month review Page 4 of 5

12 Month Review comments
Update progress against established goals on page 1 during 12 monthly
review conversations. There is no requirement to classify or formally rate
overall performance.

Use the DECD Performance and Development Review – Conversational Tool to

frame review conversations. Employee and leader comments should be documented
to record a summary of the review conversation.

Employee summary comments Leader summary comments

Employee signature Date

The date of 12 monthly review conversations must be recorded
in the HRS, Staff Overview Module by the site manager, or
delegated performance and development plan user.
Leader signature Date There is no requirement to upload this plan, however on fianlisation,
the plan should be printed, signed by both parties and filed in a
secure location.

12 month review Page 5 of 5