WE
WEARE
ARE
Ward
Ward
Hadaway
Hadaway
Experts in education
What you need to know about…
performance managing
non-teaching staff
Paul Scope
Graham Vials
Partner | Employment Department
Associate | Employment Department
Newcastle | Leeds | Manchester
Experts in education
(1) Recruit
(2) Induct
(3) Appraise
(5) Manage
(4) Perform
(6) Warn
(7) Dismiss
Newcastle | Leeds | Manchester
Experts in education
(1) Recruit
» Brave new commercial world
» Tempting to ignore the importance of support staff
» Formal performance management can be time
consuming and expensive
» Treat the recruitment process like any other staff
recruitment
Newcastle | Leeds | Manchester
Experts in education
(1) Recruit
Key Learning Point
» Recruit the right person from day one…
Biggest Mistake
» Placing less importance on the recruitment of support
staff over professional staff members
Newcastle | Leeds | Manchester
Experts in education
(2) Induct
» Set the scene and tone for future employment
» Explain what is required and expected of them
» Explain what they can expect from the School
Newcastle | Leeds | Manchester
Experts in education
(2) Induct
Key Learning Point
» Communicate the ethos of the School and what is
expected of them
Biggest Mistakes
» Assuming they know what is expected of them
» Ignoring key review dates
Newcastle | Leeds | Manchester
Experts in education
(3) Appraise
» Review how the employee is performing against the
key aspects of their role, plus other generic issues
(such as timekeeping, attitude etc)
» Link the appraisal to their Job Description / duties
» Complete an appraisal at least annually
» Document and sign off the appraisal
Newcastle | Leeds | Manchester
Experts in education
(3) Appraise
Key Learning Points
»
Implement an appraisal system and ensure you apply it
»
Be honest…
Biggest Mistake
»
Being too nice in the appraisal (which causes difficulties if
you later need to take formal action against the employee)
Newcastle | Leeds | Manchester
Experts in education
(4) Perform
» Monitor staff performance – working with the
responsible line managers
» Be supportive – Is there any training / equipment /
resources that could be provided to help them improve
their performance
» Does the employee have an underlying medical
condition / disability – which affects their performance?
» Link to the appraisal system (ensuring any
performance concerns are fully documented)
Newcastle | Leeds | Manchester
Experts in education
(4) Perform
Key Learning Point
» Try and nip any performance issues in the bud – as
early as possible
Biggest Mistake
» Not taking action soon enough – letting things ride
Newcastle | Leeds | Manchester
Experts in education
(5) Manage
» Ensure the line manager is aware that it is their job to
manage staff under their control
» Ensure the line manager follows the School’s
performance management procedure / policy
» “Stop bullying me…” allegations
– No claim of bullying
– However, be aware of any protected characteristics
» Be proactive
Newcastle | Leeds | Manchester
Experts in education
(5) Manage
Key Learning Point
» Be consistent in the management of staff (helps avoid
potential discrimination claims)
Biggest Mistake
» Not acting through fear of being labelled a bully
Newcastle | Leeds | Manchester
Experts in education
(6) Warn
»
Be aware of the employee’s length of service (is there an
opportunity to short cut the process)
»
3 stage approach
– (1) First written warning
– (2) Final written warning
– (3) Potential dismissal
»
Document everything (appraisals, invite letters, minutes of
meetings, written warnings)
»
Follow the ACAS code
»
Give appropriate and realistic targets and timescales to improve
»
Offer the right to appeal with each written warning
Newcastle | Leeds | Manchester
Experts in education
(6) Warn
Key Learning Point
» Review your policies and tailor them to your needs –
then ensure you follow them
Biggest Mistake
» Employees not knowing what is expected of them.
Not giving realistic targets and timescales to improve
Newcastle | Leeds | Manchester
Experts in education
(7) Dismiss
» Straight forward if the process has been handled
correctly
» Unusual to get to this stage. Many employees see the
writing on the wall
» Is there potential for a “compromise agreement”?
» Offer the right to appeal
Newcastle | Leeds | Manchester
Experts in education
(7) Dismiss
Key Learning Point
» Should be straight forward if advice has been taken
and policies have been followed throughout the
warning process
Biggest Mistakes
» Not going through the warning process (first and final)
» Previous warnings are weak
Newcastle | Leeds | Manchester
Experts in education
Any Questions…
» Paul Scope
– Partner, Employment Department
– 0191 204 4352
– paul.scope@wardhadaway.com
» Graham Vials
– Associate, Employment Department
– 0191 204 4383
– graham.vials@wardhadaway.com
Newcastle | Leeds | Manchester