Managing Performance HR workshop June 2012

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Managing Performance
The New Procedures
February 2012
Agenda
• What’s Different-Capability ?
• The Capability Procedure
• Key Issues
• What’s Different-Performance Management?
• Key issues
• Performance Expectations – UPS, TLR etc.
Slide 1
What’s Different ? - Capability
Old Procedure
New Procedure
2 procedures
Same procedure for all staff
Identify concerns and relevant
evidence
No change
Limited connection between
Capability and PM. PM does not
form part of process and statements
available to line managers to
“discharge their functions”
Direct relationship – procedures
linked & PM suspended during
formal capability process.
Limited connection between
capability and pay
Direct relationship – explicit
warnings about withholding pay
progression/increments
Paperwork – example forms but
discretion to use own
No change
Slide 1
What’s Different ? - Capability
Old Procedure
New Procedure
Counselling / Informal Stage (all)
One term (t), no fixed period (ss)
Monitoring Period through PM
4-8 weeks
Formal Stage – initial formal meeting (all) No change
First written warning (t), warning (ss)
Right of appeal
Assessment Stage, 20 weeks (t)
Review, 3 months (ss)
Formal Monitoring Period
4-8 weeks
Insufficient Improvement (all)
Final written warning
Right of appeal (all)
No change
Second Assessment Stage, 4 weeks (t)
Review, 3 months (ss)
Formal Monitoring Period
4-8 weeks
Insufficient improvement (all)
Dismissal - Right of appeal
No change
Timescale: 36-40 wks (t), 26 wks+ (ss)
Timescale: 12-24 wks
Slide 1
The Capability Procedure
Performance concerns identified
NO
Concerns very
serious in nature?
YES
Deal through Performance
Management Procedure
Set monitoring period of 4-8
working weeks
Letter issued confirming meeting
& expectations
Regular contact during monitoring
period
Performance improved
sufficiently during monitoring
period ?
Slide 1
(exceptional 4 week extension)
NO
Suspend Performance
Management.
Move into Capability
Procedure
The Capability Procedure
Improved after
monitoring
Not improved after
monitoring or very
serious concerns
Procedure ceases.
Re-instate PM if
suspended
Formal Capability
Meeting
NFA
Warning
Set formal
monitoring
period
(4-8 weeks)
YES
Slide 1
Sufficient
improvement?
Dismissal (after
prior warning(s))
Right of
Appeal
No
Key Issues
Pick up early
Keep
Records
Notice Periods
Ill Health
Management
Skills
Continuous
Monitoring
Slide 1
What’s Different ? - PM
Old Procedure
New Procedure
2 procedures
Same procedure for all staff
HT/GB appointment of appraisers
Right to object to reviewer (t)
External Advisor for HT PM (t)
No change
No such right
No requirement for Academies
September- September cycle (t)
April – March cycle (ss)
No change for teachers
Flexibility for support staff
Objectives
Linked to improvement plans,
pupil progress, job role
Reasonable number
No change but…
…also assess against new
standards
No change
Quality assurance
Formal procedures for moderation
of planning statements (t)
Slide 1
Freedom for quality assurance
What’s Different ? - PM
Old Procedure
New Procedure
Classroom Observations (t)
Max three hour observations
Written feedback in 5 days
No restrictions – proportionate
Feedback as soon as practicable
Outcomes inform pay decisions (all)
No change
Appeal
Right to request review of PM
statement and pay (t)
Pay Appeal only (ss)
CPD
School to meet CPD needs (t)
Mutual responsibility (ss)
Pay Appeal only
Emphasis on personal
responsibility for CPD
Limited sharing of PM information (all) More freedom for
management/QA purposes
Slide 1
Key Issues
New Teaching
Standards
Overall
Performance
Moderation
Slide 1
Performance Expectations
M1-3
M4-6
UPS1
UPS2
UPS3
Leadership
Teaching
Standards
Threshold
Standards
UPS2
expectations
UPS3
expectations
Pay
progress if
meet
objectives
and:….
Slide 1
Meet Teaching
Standards
PM Objectives
Meet Teaching & Threshold
Standards
Grow
professionally,
develop teaching
expertise
Capability if fall below
Sustained high
quality perform.
Develop
leadership &
teaching
expertise
Action Plan
 Consult/communicate new procedures
 Ensure understanding of new Teaching Standards
and agree post Threshold expectations,
and assess staff against these
 Agree processes for moderation of targets
 Agree & communicate approach to observations
 Communicate whole school improvement priorities
Slide 1
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