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1、PERFORMANCE MANAGEMENT POLICYThe Governing Body ofHomerton Children s Centreadoptedthis performance management policy on31 October 2007.APPLICATION OF THE POLICYThe policy applies to the head teacher and to all teachers employed by the school exceptteachers on contracts of less than one term, those
2、undergoing induction those who are the subject of capability procedures.(ie NQTs ) andPURPOSEThis policy sets out the framework for a clear and consistent assessment of the overallperformance of teachers and the head teacherand for supporting their development needs within the context of the schools
3、 improvement plan and their own professionalneeds. Where teachers are eligible for pay progression, the assessment of performance throughout the cycle against the performance criteria specified in the statement will be the basis on which the recommendation is made by the reviewer.This policy should
4、be read details of the arrangements Teachers Payin conjunction with the schools pay policy which relating to teachers pay in accordance with and Conditionsprovides the School Document.LINKS TO SCHOOL IMPROVEMENT, SCHOOL SELF EVALUATION AND SCHOOL DEVELOPMENT PLANNINGTo comply with the requirement to
5、 show howthe arrangements for performance management link with those for school improvement, school self-evaluation and school development planningand to minimise workload and bureaucracy the performance management process will be the main source of information as appropriate for school self-evaluat
6、ion and the wider school improvement process.Similarly, the school improvement and development plan and the school form are key documents for the performance management process. s self evaluationAll reviewers are expected to explore the alignment of reviewees objectives with theschools priorities an
7、d plans. The objectives should also reflect reviewees professionalaspirations.CONSISTENCY OF TREATMENT AND FAIRNESSThe Governing Body is committed to ensuring consistency of treatment and fairness in the operation of performance management.To ensure this the following provisions are made in relation
8、 to moderation, quality assurance and objective setting.Quality assuranceThe head teacher has determined that she will delegate the reviewer role for some or all teachers for whom she is not the line manager.In these circumstances the head teacher will moderate all the planning statements to check t
9、hat the plans recorded in the statements of teachers at the school:? are consistent between those who have similar experience and similar levels of responsibility? comply with the schools performance management policy, the regulations and the requirements of equality legislationThe Governing Body wi
10、ll review the quality assurance processes when the performance policy is reviewed.OBJECTIVE SETTINGThe objectives set will be rigorous, challenging, achievable, time-bound, fair and equitable in relation to teachers with similar roles/responsibilities and experience, andwil l have regard to what can
11、 reasonably be expected of any teacher in that position given the desirability of the reviewee being able to achieve a satisfactorybalance between the time required to discharge his professional duties and the time required to pursue his personal interests outside work, consistent with the schools s
12、trategy for bringing downward pressure on working hours. They shall also take accountof the teachers professional aspirations and any relevant pay progression criteria. They should be such that, if they are achieved, they will contribute to improving the progress of children at the school.The review
13、er and reviewee will seek to agree the objectives butwhere a joint determination cannot be made the reviewer will make the determination.In this school:all teachers, includingthe head teacher, will have no more than 3objectivesteachers, including the head teacher, will not necessarily all have the s
14、ame number of objectivesall teachers, including the head teacher, will have a whole school objectiveThough performance management is an assessment of overall performance of teachersandtheheadteacher,objectivescannotcoverthefullrangeofateachersroles/responsibilities.Objectiveswill,therefore,focusonth
15、eprioritiesforanindividual for the cycle. At the review stage it will be assumed that those aspects of ateacher s roles/responsibilities not covered by the objectives or any amendment to thestatementwhichmay have beennecessaryin accordancewiththeprovisionsoftheregulations have been carried out satis
16、factorily.Reviewing ProgressAt the end of the cycle assessment of performance against an objective will be on thebasis of the performance criteria set at the beginning of the cycle. Good progress towards the achievement of a challenging objective, even if the performance criteriahave not been met in
17、 full, will be assessed favourably.The performance management cycle is annual, but on occasions it may be appropriate to set objectives that will cover a period over more than one cycle. In such cases, the basis on which the progress being made towards meeting the performance criteria for theobjecti
18、ve will be assessed at the end of the first cycle and will be recorded in the planning and review statement at the beginning of the cycle.APPEALSAt specified points in the performance management process teachers and head teachershave a right of appeal against any of the entries in their planning and
19、 review statements.Where a reviewee wishes to appeal on the basis of more than one entry thiswould constitute one appeal hearing.Details of the appeals process are covered in the schools paypolicy. CONFIDENTIALITYThe whole performance management process and the statements generated under it, in part
20、icular, will be treated with strict confidentiality at all times. Only the revieweesline manager or, where she has more than one, each of her line managers will be provided with access to the reviewees plan recorded in her statement, upon request, where thisis necessary to enable the line manager to
21、 discharge her line management responsibilities. Reviewees will be told who has requested and has been granted access.TRAINING AND SUPPORTThe schools CPD programme will be informed by the training and development needs identified in the training annex of the reviewees planning and review statements.
22、The governing body will ensure in the budget planning that, as far as possible , appropriate resources are made available in the school budget for any training and support agreed for reviewees.An account of the training and development needs of teachers in general, including the instances where it d
23、id not prove possible to provide any agreed CPD, will form a part ofthe head teachers annual report to the governing body about the operation of the per f ormance management in the school.With regard to the provision of CPD in the case of competing demands on the schoolbudget, a decision on relative
24、 priority will be taken with regard to the extent to which: (a)the CPD identified is essentialfor arevieweeto meet theirobjectives; and (b)theextent to which the training and support will help the school to achieve its priorities. Theschools priorities will have precedence. Teachers should not be he
25、ld accountable forfailing to make good progresstowardsmeetingtheir performance criteria wherethesupport recorded in the planning statement has not been provided.APPOINTMENT OF REVIEWERS FOR THE HEAD TEACHERAppointment of GovernorsThe Governing Body is the reviewer for the head teacher and to dischar
26、ge this responsibility on its behalf may appoint 2 or 3 governors.Where a head teacher is of the opinion that any of the governors appointed by the governing body under this regulation is unsuitable for professional reasons, s/he may submit a written request to the governing body for that governor t
27、o be replaced, stating those reasons.Appointment of School Improvement Partner or External AdviserThe local authority has appointed a School Improvement Partner for the school, who willprovide the Governing Body with advice and support in relation to the management and review of the performance of t
28、he head teacher.APPOINTMENT OF REVIEWERS FOR TEACHERSIn the case where the head teacher is not the teachers line manager, the head teacher may delegate the duties imposed upon the reviewer, in their entirety, to the teachers line manager. In this school the head teacher has decided that:The head tea
29、cher will be the reviewer for those teachers she directly line manages and will delegate the role of reviewer, in its entirety, to the relevant line managers for some or all other teachers.Line managers will be the reviewers for all those teachers they line manage. Where a teacher is of the opinion
30、that the person to whom the head teacher has delegated the reviewers duties is unsuitable for professional reasons, she may submit a written request to the head teacher for that reviewer to be replaced, stating those reasons.Where it becomes apparent that the reviewer will be absent for the majority
31、 of the cycle or is unsuitable for professional reasons the head teacher may perform the duties herself or delegate them in their entirety to another teacher. Where this teacher is not the reviewees line manager the teacher will have an equivalent or higher status in the staffing structure as the te
32、achers line manager.A performance management cycle will not begin again in the event of the reviewer being changed.All line managers to whom the head teacher has delegated the role of reviewer will receive appropriate preparation for that role.THE PERFORMANCE MANAGEMENT CYCLEThe performance of teach
33、ers must be reviewed on an annual basis. Performance planningand reviews must be completed for all teachers by 31 October and for head teachers by 31 December.The performance management cycle in this school, therefore, will run fromthe end of autumn half term tothe end of the summer termfor teachers
34、, and fromthe end of autumn termtothe end of the summer termfor the head teacher.Teachers who are employed on a fixed term contract of less than one year, will have their performance managed in accordance with the principles underpinning the provisionsof this policy. The length of the cycle will be
35、determined by the duration of their contract.Where a teacher starts their employment at the school part-way through a cycle, the head teacher or, the governing body shall determine the length of the first cycle for that teacher, with a view to bringing her cycle into line with the cycle for other te
36、achers at the school as soon as possible.Where a teacher transfers to a new post within the school part-way through a cycle, the head teacher or, the governing body shall determine whether the cycle shall beginagain and whether to change the reviewer.RETENTION OF STATEMENTSPerformance management pla
37、nning and review statements will be retained for a minimum period of 6 years.MONITORING AND EVALUATIONThe governing body will monitor the operation and outcomes of performance management arrangements.The head teacher will provide the governing body with a report on the operation of theschoolsperform
38、ancemanagementpolicyannually.Thereportwillnotcontainanyinformation which would enable any individual to be identified. The report will include:? the operation of the performance management policy;? the effectiveness of the schools performance management procedures;? teachers training and development
39、 needs.The Governing Body is committed to ensuring that the performance management process is fair and non-discriminatory and the following monitoring data should be included in thehead teachers report because they represent the possible grounds for unlawful discrimination:? Race? Sex? Sexual orient
40、ation? Disability? Religion and belief? Age? Part -time contracts? Trade union membership.The head teacher will also report on whether representations on an individual or collectivethere basishave on thebeenanygroundsappeals or of allegeddiscrimination under any of the categories above.REVIEW OF THE
41、 POLICYThe Governing Body will review the performance management policy every school year in the summer term.The Governing Body will take account of the head teachers report in its review of the performance management policy. The policy will be revised as required to introduce any changes in regulat
42、ion and statutory guidance to ensure that it is always up to date.The Governing Body will seek to agree any revisions to the policy withthe recognisedtrade unions having regard to the results of the consultation with all teachers.Toensureteachersarefullyconversantwiththeperformancemanagementarrangem
43、ents, all new teachers who join the school will be briefed on them as part of their introduction to the school.ACCESS TO DOCUMENTATIONCopies of the school improvement and development plan and SEF can be obtained from the school office.CLASSROOM OBSERVATION PROTOCOLAllclassroomobservationwillbeundert
44、akenin accordancewiththeperformancemanagementregulations, theassociatedguidancepublishedbytheRewardsandIncentives Group andthe classroom observation protocol that is appended to this policyinAnnex1.ANNEX 1 - CLASSROOM OBSERVATION PROTOCOLThe Governing Body is committed to ensuring that classroom obs
45、ervation 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.Thetotal period forclassroom observationarranged foranyteacher willnot exceedthreehourspercycle havingregardtotheindividualcircumstancesoftheteacher.Thereisnorequirementto useallofthethreehours. Theamountofobservation for each teacher should reflect and b