Non-Teacher Appraisal Goal-Setting Conference Guide

Transcription

1 Nn-Teacher Appraisal Gal-Setting Cnference Guide

2 TABLE OF CONTENTS Page Cntents 3 Intrductin 4 Nn-Teacher Gal-Setting Cnference Objectives 4-5 Preparing fr the Nn-Teacher Gal-Setting Cnference 6 During the Nn-Teacher Gal-Setting Cnference 6 Sample Agenda 7-9 Talking pints and guiding questins 10 After the Nn-Teacher Gal-Setting Cnference 11 Nn-Teacher Gal-Setting Cnference Check-list 2

3 INTRODUCTION The Nn-Teacher Appraisal and Develpment prcess revlves arund three yearly cnferences between nn-teacher emplyees and their appraisers: the Gal-Setting, Prgress (ptinal), and End-f- Year Cnference. Each cnference prvides an pprtunity fr nn-teacher emplyees and appraisers t discuss cntinuus prfessinal imprvement and strategies t effectively meet the needs f the custmers. During the cnferences, appraisers and nn-teacher emplyees discuss the gals, prfessinal cmpetencies, Develpment Plans, and prfessinal develpment pprtunities that supprt the emplyee s prfessinal grwth. Gal-Setting Cnference Prgress Cnference (Optinal) End-f-Year Cnference SEPT. NOV. DEC. MARCH APRIL AUG. End f Year This Gal-Setting Cnference Guide is intended as a resurce fr appraisers t engage nn-teacher emplyees in an effective Gal-Setting Cnference. The fllwing sectins include infrmatin n: Hw t Prepare fr the Gal-Setting Cnference, including recmmended actin items that appraisers and emplyees may review and rganize prir t each cnference. What t expect During the Gal-Setting Cnference, including recmmendatins n hw t structure each cnference and suggested key talking pints. Actin steps t take After the Gal-Setting Cnference. 3

4 NON-TEACHER GOAL-SETTING CONFERENCE OBJECTIVES The Gal-Setting Cnference is the perfect pprtunity fr yu t establish r further develp relatinships with emplyees based n feedback and supprt. The bjectives f the Nn-Teacher Gal-Setting Cnference are t: Review the emplyee s perfrmance, including infrmatin frm department data and previus year s appraisals. Identify the prfessinal develpment targets fr the up-cming year based n prir year emplyee and department perfrmance. Discuss the develpment plans based n the emplyee s self-reflectin, prir perfrmance, and gals. PREPARING FOR THE NON-TEACHER GOAL-SETTING CONFERENCE T facilitate an effective cnversatin tailred t each emplyee s needs, cnsider the fllwing recmmendatins when preparing fr the Gal-Setting Cnference: The Gal-Setting Cnference is the perfect pprtunity fr yu t establish r further develp relatinships with emplyees based n feedback and supprt. In preparatin fr the Gal-Setting Cnference: 1. Use the talking pints and guiding questins in this dcument t prepare fr the cnference. Cnsider the key pieces f feedback yu wuld like t share with the emplyee, i n c l u d i n g gals and actin steps yu may want t prpse. 2. Review any relevant infrmatin n the emplyee s prir year perfrmance. In preparatin fr the Gal-Setting Cnference, review a variety f infrmatin t gain a cmplete picture f the emplyee s past perfrmance, including but nt limited t: Ratings and cmments frm prir appraisal dcuments Attendance recrds Campus/Department gals A careful review f past perfrmance will help yu engage in a prductive dialgue with the emplyee abut his/her practices, including Prfessinal Cmpetencies t be develped and Prfessinal Learning Targets. 4

5 PREPARING FOR THE NON-TEACHER GOAL-SETTING CONFERENCE, CONT. 3. Prepare t discuss the emplyee s Develpment Plan. When preparing fr this cnversatin, cnsider the emplyee s fcus areas and prfessinal targets using the Prfessinal Cmpetencies Rubric. Yur preparatin may differ depending n the type f develpment plan that applies t the emplyee. i. If an emplyee is n an Individual Prfessinal Develpment Plan (IPDP): Review the emplyee s prir perfrmance and prepare t discuss each element f the IPDP. The appraiser shuld nt cmplete the IPDP in advance f the cnference. This frm is t be cmpleted by the emplyee. Appraiser and emplyee will cllabrate during the cnference t make suggestins fr develpment. ii. If an emplyee will be placed n a Prescriptive Plan fr Assistance (PPA): Review the emplyee s prir perfrmance. Cmplete the PPA and Initial Cnference Mem prir t the Gal-Setting Cnference t review it with the emplyee. 4. Cnsider hw yu will set a psitive tne. Planning an effective Gal-Setting Cnference als invlves creating a psitive envirnment that facilitates an effective, cllabrative cnversatin abut the emplyee s perfrmance. Arrange seating t facilitate discussin: The Gal-Setting Cnference is intended t be a cllabrative cnversatin between yu and the emplyee. The physical space shuld encurage a high level f interactin and participatin. If pssible, avid sitting behind yur desk and pt t sit at a small table. In this arrangement, all seats are cnsidered neutral, prmting a participatry and pendiscussin envirnment. Minimize distractins: Emplyees shuld walk away frm this cnference feeling that their perfrmance and prfessinal grwth is a pririty. One way t cmmunicate this message is t prvide the emplyee with yur undivided attentin during the Gal-Setting Cnference. Prir t yur cnference, eliminate any distractins and turn ff yur cell phne, walkie-talkie, r cmputer. Ask yur secretary r assistant t avid interrupting the cnference unless there is an emergency. Arrive n time: Arriving t the Gal- Setting Cnference n time cmmunicates that this meeting is a pririty fr yu and that yu value the emplyee s time. 5

6 DURING THE NON-TEACHER GOAL-SETTING CONFERENCE Effective Gal-Setting Cnferences can be structured in many different ways. The fllwing agenda and sample talking pints reflect ne apprach t structuring the Gal-Setting Cnference. NON-TEACHER GOAL SETTING CONFERENCE AGENDA(SAMPLE) Intrductin and Overview State the purpse f the cnference Discuss the emplyee s questins n the Nn-Teacher Appraisal System. Review Previus Year s Perfrmance Discuss utcmes frm previus year s appraisal, gals achieved, and prgress n Prfessinal Learning Targets Discuss Department Gals Discuss the Emplyee s Develpment Plan Finalize Prfessinal Cmpetencies t be develped and Prfessinal Learning Targets. Discuss Relevant Activities and time-lines. Next Steps and Clsing Ensure the emplyee s Develpment Plan is cmplete and signed, r n track fr cmpletin by the apprpriate due date based n the emplyee s duty schedule. (see the due dates n page 10) 6

7 SUGGESTED GUIDING QUESTIONS / TALKING POINTS Thank the nn-teacher emplyees fr their time. Intrductin and Overview State the purpse f the cnference. Remember that this is a new prcess fr many emplyees. Increase their cmfrt level by prviding an verview f the cnference bjectives and what yu will discuss. By the end f the end f ur time tgether, I hpe we can (1) reflect n yur perfrmance (2) identify yur areas f strength and agree n 1-2 specific areas yu wuld like t imprve (fr emplyees n an Individual Prfessinal Develpment Plan [IPDP].) Discuss questins n the appraisal and develpment system. This is a gd time t address any questins the emplyee may have abut the appraisal and develpment system and ease anxiety. Befre we begin, are there any questins that yu have abut the cnference r the appraisal and develpment system in general? Review Previus Year s Perfrmance Discuss the emplyee s perfrmance frm the previus year, which may include infrmatin frm prir develpment plans and perfrmance data. Emplyee Self-Reflectin: Prmpt the emplyee fr their thughts n their perfrmance. Encurage him/her t guide this cnservatin. The fllwing are sample questins intended t prmpt the emplyee r fcus the cnversatin. Let s start by reflecting n yur perfrmance frm the last appraisal year. What are areas f strength? What are sme examples that yu wuld like t highlight? What are areas that yu feel yu wuld like t develp? What are areas that yu wuld like t imprve r change frm last year? What did yu learn frm last year that yu are planning t apply t this year? Were yu satisfied with the impact that yu had n ur custmers last year? T what extent did the campus / department meet its gals? Review previus perfrmance, prviding the emplyee with feedback by asking fr their thughts n their perfrmance. 7

8 Prir bservatin review: Let s review yur perfrmance evaluatin frm last year t add t yur self-reflectin. [G thrugh last year s appraisal with the emplyee, affirming r adding t their self-reflectin] Yu mentined that went well last year, which is smething that was highlighted in last year s appraisal when [give cncrete example]. Yu mentined that yu wuld like t change frm last year, which is an area that was highlighted in yur appraisal last year when [give cncrete example]. Perfrmance review: Nw let s mve n t review yur campus/department data frm last year. Let s take a lk at the areas f g r w t h f r m last year. What will yu target this year? What is the ratinale behind each f these targets? Hw will yu measure and track prgress twards thse targets? When will yu assess prgress tward yur targets? What are sme f the steps we need t take t meet the targets? What supprt d yu need t achieve yur targets? Discussin n Gals and Develpment Plan Department Gals Based n the previus year s data, ur department will fcus n fr the purpse f. Discuss the emplyee s Develpment Plan, based n emplyee s self-reflectin and prir year s perfrmance. This cnversatin is structured differently depending n whether the emplyee is n an IPDP r PPA. We are nw ging t address the secnd bjective f this cnference, which is t discuss ne r tw Prfessinal Cmpetencies fr prfessinal grwth and review the develpment plan t identity hw I can prvide supprt. Talking Pints fr an emplyee n an IPDP Review the emplyee s Prfessinal Cmpetencies and Prfessinal Learning Targets. Sme cnversatin starters may include: Based n ur cnversatin, it sunds like yu have identified the areas f fcus fr yur develpment plan. What are the ne r tw Prfessinal Cmpetencies that yu will fcus n this year? What is yur ratinale fr yur Prfessinal Learning Target? What are yu basing yur target n? What activity (ies) des yur target require yu t engage in? What bjective will be met by yur target? 8

9 Identify activities and supprts needed t effectively address the emplyee s fcus area. What Prfessinal Develpment Activity wuld yu like t participate in t address [state area f fcus]? Is there anything that is preventing this frm happening nw? If s, what can I d t supprt yu? Are there resurces yu need r things that I can d t be helpful? Discuss the evidence r data that will be used t determine accmplishment f the Prfessinal Learning Target. Hw will yu knw if yu met yur target? Talking Pints fr Nn-Teacher Emplyees n a PPA Placement n a PPA is nt arbitrary. Yu were placed n the PPA because [insert guidelines fr placement n a PPA]. Sme examples frm yur previus year s perfrmance are ]. PPAs are meant t prvide fcused prfessinal supprt. A Prescriptive Plan fr Assistance is a develpment plan that prvides supprt t help yu t d yur best wrk in yur psitin and grw prfessinally. Placement n a PPA means yu will receive mre structured supprt in a particular area f grwth. Placement n the PPA is nt permanent. I want t emphasize that placement n the PPA is nt permanent. Placement n the PPA means that as a team, yu and I are ging t fcus mre carefully n imprving [name the 1-2 Prfessinal Cmpetencies targeted] t make sure yu are perfrming t yur full ptential. I will schedule check-in dates fllwing this cnference t discuss yur prgress. [Review each element f the PPA with the emplyee.] Next Steps and Clsing Summarize any established gals and next steps t ensure the emplyee leaves with a clear understanding f what was agreed upn. During this meeting, we discussed [re-state Prfessinal Cmpetencies] t help supprt [yur prfessinal develpment]. We decided that yu will achieve [target] by [state actin plan], and that I will supprt yu by [state appraiser supprts]. Clarify the next steps in the appraisal and develpment prcess s the emplyee knws what t expect. We will mnitr the prgress yu make n yur Develpment Plan. Yur develpment plan is a living dcument. If yu feel that yu have accmplished the varius tasks n the plan and are exhibiting a change in perfrmance, feel free t set up a cnversatin with me s we can discuss mdificatins. Thank the nn-teacher emplyee fr their time and ask if they have any final questins. 9

10 AFTER THE NON-TEACHER GOAL-SETTING CONFERENCE After the Gal Setting Cnference, please remember t d the fllwing: Finalize the Develpment Plan. Ensure that the emplyee s develpment plan is cmpleted and signed by the emplyee and yu by the gal-setting cnference due date based n his/her duty schedule. Fllw-up n next steps/supprts. T reinfrce trust, fllw up with the emplyee n any supprt. Nn-Teacher Gal-Setting Cnferences - Revised Duty Schedule Gal Setting Cnference Cmpletin Date 9 mnth Octber 10, mnth Nvember 14, mnth Nvember 21, mnth Nvember 21, 2014 TIP: Immediately fllwing the Nn-Teacher Gal- Setting Cnference, remind yurself f any fllw up a ctin yu agreed t take by scheduling a reminder n yur Outlk calendar 10

11 NON-TEACHER GOAL-SETTING CONFERENCE CHECK LIST NON-TEACHER GOAL-SETTING CONFERENCE Prir t the Nn-Teacher Gal-Setting Cnference The nn-teacher emplyee will: The appraiser will: Self-reflect n prir practices (recmmended activity), including prir year appraisal and any relevant data t build a develpment plan Cme prepared t discuss ptential fcus areas, prfessinal targets and types f activities t include in develpment plan Create current develpment plan (if IPDP) Schedule time with the emplyee Review any relevant infrmatin n the emplyee s prir perfrmance, including prir year appraisal and any relevant data Cnsider areas f fcus and Prfessinal Learning Targets based n the prir perfrmance using the standards fr effectiveness in the rubrics Create current develpment plan (if PPA) During the Nn-Teacher Gal Setting Cnference The nn-teacher emplyee may bring: The appraiser brings: IPDP (required) Current develpment plan (if PPA) Prfessinal Cmpetency Rubric eperfrmance appraisal frm last year Calendar (t schedule fllw-ups r Department gals develpment plan check-ins) Prfessinal Cmpetency Rubric Calendar (t schedule fllw-ups r develpment plan check-ins) Cmmunicate bjectives f the cnference and establish nrms fr cmmunicatin Engage with the emplyee in a reflective cnversatin abut his/her strengths and areas fr imprvement Review and discuss the emplyee s Develpment Plan then make adjustments as necessary Finalize the emplyee s develpment plan, by signing the dcument and btaining his/her signature at the cnference. If changes need t be made after the Gal-Setting Cnference, the appraiser will schedule a fllw-up meeting t btain signatures prir t the deadline fr cmpletin. Establish clear next steps fr the appraiser and nn-teacher after the cnference After the Nn-Teacher Gal-Setting Cnference If any changes need t be made t the Develpment Plan, the plan will be finalized by the cmpletin date. 11