SCHOOL SUPPORT STAFF PERFORMANCE APPRAISAL POLICY

Transcription

1 Garth Hill College SCHOOL SUPPORT STAFF PERFORMANCE APPRAISAL POLICY A Local Authority adopted policy Policy Owner: Assistant Principal Amended: No changes Ratified by Personnel & Communications Committee: Next Review Term: Sept-Dec 2018

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5 Performance Review Where performance expectations are being met for their role they should be advised accordingly. Similarly, where performance does not meet the required standards, the employee should be advised accordingly and, where appropriate, performance improvement plans implemented. Summary of discussion A short summary of the conversation should be agreed and noted. Performance should have been discussed on an ongoing basis throughout the year and therefore this part of the appraisal interview should be a recap of previous discussions that have taken place. As with any performance management process, there should b H Q R V X U S U L V H V OBJECTIVES /TARGETS Purpose As part of the appraisal process, individual job targets will be agreed between manager and employee. Objectives 7 K H R E M H F W L Y H V V K R X O G E H G H U L Y H G I U R P W K H H P S O R \ H H V M R E G H V F U L S W L R Qe DCollege Q G W K Development Plan. Targets may also relate to skills, behaviours or competencies required for the role or an existing development need. The objectives should be SMART Specific objectives should specify what they want to achieve. Measurable be able to measure whether the objectives are being met. Achievable - are the objectives set, achievable and attainable? Realistic can they realistically achieve the objectives? Time when do the set objectives need to be met? Performance Measures Success Criteria Success criteria should show whether a target is being met. The manager and an employee should set the measure jointly so there is an agreed understanding of what good service/performance looks like. The collection of evidence to support the measurement should be easy to collate so that it does not become an onerous or time consuming activity. Target Completion Date This date should be jointly agreed and monitored during review sessions. Assessment The employee will receive as soon as practicable following the end of each appraisal period, and have the opportunity to comment on, an appraisal report/overview statement. The appraisal overview statement will include: Details of the objectives for the appraisal period in question. An assessment of the employee V S H U I R U P D Q F H R I W K H L U U R O H D Q G U H V S R Q V L E L O L W L H V D J D L Q V W W K H objectives, and against the relevant standards. An assessment of training and development needs and identification of any action that should be taken to address them. The employee V R Z Q F R P P H Q W V

6 The assessment of performance and of training and development needs, will also inform the planning process for the following appraisal period. Comments to support any changes made throughout the year Progress towards achieving targets/outcomes should be discussed during regular meetings as appropriate. Some targets may need to be amended to reflect a change in policies, circumstances and/or College priorities during the course of the year. If this occurs the changes should be recorded. Record Keeping $ S S U D L V D O V W D W H P H Q W V D U H Q R Z F U H D W H G X V L Q J W K H & R O O H J H V Z H E E D V H G W R R O 7 K H S U L Q F L S O H V D Q G provisions of the Data Protection Act 1998 will be followed at all times by those who have access to the documents. Access to documents related to appraisal and/or the performance of any colleagues is given to the Principal, the SLT member with responsibility for Appraisal, the appraiser and the appraisee. The relevant line manager will also have access to this information even if he/she is not the appraiser. Retention The Board of Governors and Principal will ensure that all written appraisal records are retained and F R Q I L G H Q W L D O O \ V W R U H G R Q W K H & R O O H J H V Z H E E D V H G W R R O

7 MID YEAR APPRAISAL REVIEW Purpose A mid-year review of progress towards objectives should be carried out. It is important that targets are reviewed on a regular basis during meetings to ensure that both the manager and the employee have an opportunity to discuss progress towards the targets. As a result of these discussions, targets can be amended or added to as appropriate. Development and Support Appraisal is a supportive process which will be used to inform continuing professional development. The College wishes to encourage a culture in which all staff take responsibility for improving their performance. 3 U R I H V V L R Q D O G H Y H O R S P H Q W Z L O O E H O L Q N H G W R W K H S U L R U L W L H V I R U W K H & R O O H J H V G H Y H O R S P and the on-going professional development needs and priorities of individual staff. The & R O O H J H V S U R J U D P P H R I F R Q W L Qng X L professional development (CPD) will be informed by the training and development needs identified as part of the appraisal process. The Board of Governors will ensure in the budget planning that, as far as possible, resources are made available in the C R O O H J H budget V to provide for appropriate training and support, as agreed for appraisees, and ensure that this is fair and equitable.