0118 937 5429

Performance Management

A: Principles of Performance Management

All members of staff have a responsibility and an entitlement to develop professionally throughout their careers, with the support of their managers.

The Performance Management process is viewed as an opportunity for each member of staff to reflect upon their practice and plan for their development in the coming year. It is an active process in which the reviewee collaborates with their reviewer, and other colleagues, to share insights, skills and best practice in order to bring about professional growth.

B: Application Of The Policy

The Policy applies to the Head teacher and to all staff employed by the Nursery School except staff on contracts of less than one term, those undergoing induction (ie NQTs) and those who are the subject of capability procedures.

C: Purpose

This Policy sets out the framework for a clear and consistent assessment of the overall performance of staff and the Head teacher and for supporting their development needs within the context of the Nursery’s improvement plan and their own professional needs. Where staff 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 be read in conjunction with the relevant Reading Borough Council’s Pay and Conditions Documents + documents relating to PRP.

D: Links to School Self Evaluation and School Development Planning

To comply with the requirement to show how the arrangements for Performance Management link with those for School self-evaluation and School development planning and to minimise workload and bureaucracy where appropriate the Performance Management process will be the main source of information for Nursery self-evaluation and the wider School development process.

Similarly, the School Development Plan and the Nursery’s Self-evaluation Form are key documents for the Performance Management process.

All reviewers are expected to explore the alignment of reviewee’s objectives with the Nursery’s priorities and plans. The objectives should also reflect reviewee’s professional aspirations.

E: Consistency of Treatment and Fairness

The 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 to moderation, quality assurance and objective setting.

The Head teacher has determined that she will delegate the reviewer role for some or all members of staff for whom she is not the Line Manager. In these circumstances the Head will moderate all the planning and review statements to check that the plans recorded in the individual staff statements:

  • Are consistent between those who have similar experience and similar levels of responsibility
  • Comply with the Nursery’s Performance Management Policy, the regulations and the requirements of equality legislation
The Governing Body will nominate one Governor who will not be involved in the Head teacher’s performance management or any appeal regarding the Head teacher’s performance management to ensure that the Head teacher’s planning and review statement is consistent with the Nursery’s development priorities and complies with the Nursery’s Performance Management Policy and the regulations.

The Governing Body will review the quality assurance processes when the Performance Management Policy is reviewed.

F: Objective Setting

The objectives set will be rigorous, challenging, achievable, time-bound, fair and equitable in relation to staff with similar roles/responsibilities and experience. They will have regard to what can reasonably be expected of any member of staff in that position, given the desirability of the reviewee being able to achieve a satisfactory work life balance, Objectives shall also take account of the staff member’s professional aspirations and any relevant pay progression criteria.

Objectives should be such that, if achieved, they will contribute to improving the progress of children at the Nursery.

The reviewer and reviewee will seek to agree the objectives but where a joint determination cannot be made the reviewer will make the determination.

In this Nursery:

  • Staff including the Head teacher, will have no more than 3 objectives
  • All staff, including the Head teacher, will have a whole Nursery objective
  • All staff, including the Head teacher, will have an objective related to raising standards
  • All staff will have an objective related to personal professional development and aspiration.

Though Performance Management is an assessment of overall performance of members of staff and the Head teacher, objectives cannot cover the full range of a person’s roles/responsibilities. Objectives will, therefore, focus on the priorities for an individual for the cycle.

G: Reviewing Progress against Objectives

At the end of the cycle assessment of performance against an objective will be on the basis of the performance criteria set at the beginning of the cycle. Good progress towards the achievement of a challenging objective, even if the performance criteria have not been met in 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 the objective 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.

H: Revision of Plans

There may be occasions when it is necessary to review what has been agreed in the planning and review statement during the performance cycle. For example:

  • Where the reviewee’s post and/or responsibilities have changed
  • If there have been difficulties accessing agreed support
  • Where the reviewee has been on maternity or long term sickness absence
  • Where there are concerns about a reviewee’s performance or
  • Where reasonable adjustments required under the provision of the Disability Discrimination Act need to be made.

Where this is the case, either party can request a meeting as provided for above. Any proposed changes to the objectives, arrangements for classroom observation, evidence and arrangements for its collection, performance criteria or support available to the review in the review statement must be recorded as a written addition to the statement. Both parties should sign to say the changes are an accurate reflection of what was agreed.

The right of appeal applies to the revision of a statement, see section 12.

I: Appeals

At specified points in the Performance Management process Teachers and Head teachers have a right of appeal against any of the entries in their planning and review statements. In this Nursery the right of appeal will apply to all staff undergoing the Performance Management process. Where a reviewee wishes to appeal on the basis of more than one entry this would constitute one appeal hearing.

 

The arrangements for appeals are outlined as follows:

  • The member of staff receives a written copy of their Performance Management Planning and Review Statement following moderation by the Head teacher.
  • If the member of staff is not satisfied with any entry he/she should seek to resolve this by discussing the matter informally with their reviewer, or in the case of the Head teacher the Chair of the Performance Panel, within ten working days of the decision.
  • Where this is not possible or where the member of staff continues to be dissatisfied, he/she may follow a formal appeal process.
  • The member of staff should set down in writing the grounds for questioning the entry in their Planning/Review Statement and send it to the Head teacher, or in cases where the Head teacher is appealing the Chair of Governors within ten working days of the notification of the entry being appealed against or the outcome of the discussion referred to above. An appeal will be considered by:
  • Where the Head teacher is appealing: any appeal will be considered by a panel of 3 Governors who were not part of the original performance management panel.
  • Where the Head teacher is the reviewer for the member of staff appealing: the appeal will be considered by a panel of 3 Governors.
  • Where the Head teacher has delegated the responsibility for a member of staff’s performance management in its entirety to the Line Manager: the Head teacher will consider any appeal.

An appeal will normally be heard within 20 working days of the receipt of the written appeal notification. At the appeal the person appealing or their representative will present their representations.  The panel of Governors or Head teacher may ask the employee relevant questions.  The person who made the entry on the planning/review statement will explain the case/evidence for the entry.  The employee and their representative and the appeal panel may ask the person who made the entry on the planning/review statement relevant questions.  The decision of the appeal panel will be given in writing, and where the appeal is rejected will include a note of the evidence considered and the reasons for the decision.  The decision is final and there is no recourse to the Nursery’s grievance procedure.

 

Each step and action of this process must be taken without unreasonable delay. At any formal appeal hearing the member of staff is entitled to be accompanied by a work place colleague or a Union representative.  The timing and location of the hearing and appeal meetings must be reasonable and the employee must be given at least 5 working days’ notice, in writing, of the date and time and a copy of the documentation that will be referred to by the person who made the entry. Wherever possible the date and time of the meeting should be agreed in advance with the employee’s work place colleague or union representative to ensure availability.  The member of staff must also provide the Chair of the appeal with a copy of the documents that they will be referring to at least 3 working days before the appeal hearing.  The appeal must allow both parties to explain their cases.

Where a member of staff raises an appeal in relation to his/her pay this should be dealt with in accordance with the appropriate Pay Policy.

J: Confidentiality

The whole Performance Management process and the statements generated under it will be treated with strict confidentiality at all times. Only the reviewee, reviewer, the Head teacher, reviewee’s Line Manager or, where s/he has more than one, each of her/his Line Managers will have access to the reviewee’s plan, upon request, where this is necessary to enable the Line Manager to discharge her/his line management responsibilities. It may be necessary for the Nursery’s CPD Co-ordinator to have access to the statement. Reviewees will be told who has requested and has been granted access.

K: Professional Development and Support

The Nursery’s CPD programme will be informed by the training and development needs identified in the professional development of the reviewees’ planning and review statements.

Professional development may take many forms and is not limited to attendance at external training events, refer to appendix 5 for examples of CPD.

The Governing Body will ensure in the budget planning that, as far as possible, appropriate resources are made available in the Nursery budget for any training, development and support agreed for reviewees.

An account of the training and development needs of staff in general, including the instances where it did not prove possible to provide any agreed CPD, will form a part of the Head teacher’s annual report to the Governing Body about the operation of the performance management in the Nursery School.

With regard to the provision of CPD in the case of competing demands on the Nursery School budget, a decision on relative priority will be taken with regard to the extent to which: (a) the CPD identified is essential for a reviewee to meet their objectives; and (b) the extent to which the training and support will help the Nursery School to achieve its priorities. The Nursery’s priorities will have precedence. Staff should not be held accountable for failing to make good progress towards meeting their performance criteria where the support recorded in the planning and review statement has not been provided.

L: Appointment of Reviewers for the Head of the Nursery Schools

L1: APPOINTMENT OF GOVERNORS

The Governing Body is the reviewer for the Head teacher and to discharge this responsibility on its behalf will appoint 3 Governors.

 

Where the Head teacher is of the opinion that any of the Governors appointed by the Governing Body under this regulation is unsuitable for professional reasons, she may submit a written request to the Governing Body for that Governor to be replaced, stating those reasons.

The Local Authority has appointed a School Improvement Partner for the Nursery, who will provide the Governing Body with advice and support in relation to the management and review of the performance of the Head teacher.

L2: APPOINTMENT OF REVIEWERS

In the case where the Head teacher is not a member of staff’s Line Manager, she may delegate the duties imposed upon the reviewer, in their entirety, to the Line Manager. In this Nursery the Head has decided that:

  • The Head teacher will be the reviewer for those members of staff she directly line manages and will delegate the role of reviewer, in its entirety, to the relevant Line Managers for some or all other members of staff.
  • The maximum number of reviews that any Line Manager will be expected to undertake per cycle is 6, but in most instances will not exceed 3.
  • Where a member of staff has more than one Line Manager the Head teacher will determine which Line Manager will be best placed to manage and review the individual’s performance.
  • Where a member of staff is of the opinion that the person to whom the Head teacher has delegated the reviewer’s duties is unsuitable for professional reasons, s/he 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 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 member of staff. Where this reviewer is not the reviewee’s Line Manager then s/he will have an equivalent or higher status in the staffing structure as the member of staff’s 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.

M: The Performance Management Cycle

The performance of Teachers must be reviewed on an annual basis. Performance planning and reviews must be completed for all teachers by 30th September and for Head teachers by 31st October. Performance planning and reviews for all staff other than Teachers should be completed by 31st December (this timescale will be reviewed on an annual basis).

The Performance Management cycle in this Nursery, therefore, will run from September to July for Teachers, from November until October for the Head teacher and all staff other than Teachers.

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 provisions of this policy. The length of the cycle will be determined by the duration of their contract.

Where a member of staff starts their employment at the school part-way through a cycle, the Head teacher or, in the case where the member of staff is the Head teacher, the Governing Body shall determine the length of the first cycle for that member of staff, with a view to bringing her cycle into line with the cycle for other staff at the Nursery School as soon as possible.

Where a member of staff transfers to a new post within the school part-way through a cycle, the Head teacher or, in the case where the person is the Head teacher, the Governing Body shall determine whether the cycle shall begin again and whether to change the reviewer.

N: Retention of Statements

Performance Management planning and review statements will be retained for a minimum period of 6 years.

O: Monitoring and Evaluation

The Governing Body will monitor the operation and outcomes of performance management arrangements.

The Head teacher will provide the Governing Body with a written report on the operation of the Nursery’s performance management policy annually. The report will not contain any information which would enable any individual to be identified. The report will include:

  • The operation of the performance management policy;
  • The effectiveness of the Nursery’s performance management procedures;
  • Staff training and development 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 the Head teacher’s report because they represent the possible grounds for unlawful discrimination:

  • Race
  • Sex
  • Sexual orientation
  • Disability
  • Religion and belief
  • Age
  • Part-time contracts
  • Trade union membership

The Head teacher will also report on whether there have been any appeals or representations on an individual or collective basis on the grounds of alleged discrimination under any of the categories above.

P: Review of the Policy

The Governing Body will review the Performance Management Policy every school year at its February meeting.

The Governing Body will take account of the Head teacher’s report in its review of the Performance Management Policy. The Policy will be revised as required to introduce any changes in regulation and statutory guidance to ensure that it is always up to date.

The Governing Body will seek to agree any revisions to the Policy with the recognised Trade Unions having regard to the results of the consultation with staff.

To ensure members of staff are fully conversant with the Performance Management arrangements, everyone who joins the Nursery School will be briefed on them as part of their introduction to the Nursery.

Q: Access to Documentation

Copies of the School’s Development Plan and SEF can be obtained from the Head teacher’s office.

R: Observation Protocol

The child contact observation protocol is appended to this policy in Annex 1.

For Teachers, any observations will be undertaken in accordance with the Performance Management regulations for Teachers, and the associated guidance published by the Rewards and Incentives Group.

APPENDIX 1 – CHILD CONTACT OBSERVATION PROTOCOL

For staff who are in direct contact with children, observation is an integral part of the Performance Management Process.

The Governing Body is committed to ensuring that observation of staff who are in direct contact with children 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.

The total period for observation, in relation to the performance management cycle, arranged for any member of staff in direct contact with children will not exceed three hours per cycle having regard to the individual circumstances of the member of staff. There is no requirement to use all of the three hours. The amount of observation for each member of staff should reflect and be proportionate to the needs of the individual and to the specific role of the member of staff.

The arrangements for observation will be included in the plan in the planning and review statement and will include the amount of observation, specify its primary purpose, any particular aspects of the member of staff’s performance which will be assessed and wherever possible the duration of the observation, when during the performance management cycle the observation will take place and who will conduct the observation.

In the case of Teachers: where evidence emerges about the reviewee’s teaching performance which gives rise to concern during the cycle classroom observations may be arranged in addition to those recorded at the beginning of the cycle subject to a revision meeting being held in accordance with the Regulations. For all child contact staff, other than teachers, where evidence emerges about the reviewee’s performance which gives rise to concern during the cycle observations may be arranged in addition to those recorded at the beginning of the cycle subject to a revision meeting being held.

Information gathered during the observation will be used, as appropriate, for a variety of purposes including: to inform school self-evaluation and school improvement strategies in accordance with the school ’s commitment to streamlining data collection and minimising bureaucracy and workload burdens on staff.

In keeping with the commitment to supportive and developmental classroom observation those being observed will be notified in advance.

Classroom observations for teachers will only be undertaken by persons with QTS. In addition, in this nursery, observation will only be undertaken by those who have had adequate preparation and the appropriate professional skills to undertake observation and to provide constructive oral and written feedback and support, in the context of professional dialogue between colleagues.

Oral feedback will be given as soon as possible after the observation and no later than the end of the following working day.  It will be given during directed time in a suitable, private environment.

Written feedback will be provided within five working days of the observation taking place. If issues emerged from an observation that were not part of the focus of the observation as recorded in the planning and review statement these should also be covered in the written feedback and the appropriate action taken in accordance with the regulations and guidance.

The written record of feedback also includes the date on which the observation took place, the session observed and the length of the observation. The member of staff has the right to append written comments on the feedback document. No written notes in addition to the written feedback will be kept.

A Head teacher has a duty to evaluate the standards of teaching and learning and to ensure that proper standards of professional performance are established and maintained. Heads have a right to drop in to inform their monitoring of the quality of learning.

In this Nursery, drop-ins will be undertaken by the Head teacher supported by the appropriate and designated member(s) of the Senior Leadership Team.

Drop-ins will only inform the performance management process where evidence arises which merits the revision of the Performance Management planning and review statement (for Teachers in accordance with the provisions of the regulations)

APPENDIX 2: PERFORMANCE MANAGEMENT PLANNING STATEMENT – STAFF WITH DIRECT CONTACT

Caversham and New Bridge Nursery School

Performance Management Planning and Review Statement

– Staff Who Have Direct Child Contact

Reviewee’s Name:                               Reviewer’s Name:

Assessment of performance for the performance management cycle just ended:

 

 

Recommendation for pay progression (if eligible):

 

 

 

Objectives for the next cycle:

Objective 1:

Raising of standards

Performance Criteria:

 

 

Extent, pattern & focus for observations:

 

 

Other evidence:

 

 

Support, training and/or development:

 

 

Timescale:

 

 

Objective 2:

Professional Development

Performance Criteria:

 

Extent, pattern & focus for observations:

 

 

Other evidence:

 

 

Support, training and/or development:

 

 

 

Timescale:

 

 

Objective 3:

School Improvement.

 

Performance Criteria:

 

Extent, pattern & focus for observations:

 

Other evidence:

 

Support, training and/or development:

 

 

 Timescale:

 

 

Additional comments

Signed (Reviewee):                                                   Date:

Signed (Reviewer)                                                    Date:

Amendments (for changes which have to be made mid-cycle)

Agreed by:

Reviewer                                                                Date:

Reviewee                                                                Date:

Head teacher                                                           Date:

 

 

Confidential

Performance Management Training and Development Annexe

A copy of this annex will be given to the person responsible for planning training and development within the nursery

Training and development needs:
Action to be taken:
Outcome:

Reviewer signature:                                                          Date:

Reviewee signature:                                                         Date:

Reviewee comments:

APPENDIX 3: PERFORMANCE MANAGEMENT PLANNING STATEMENT – STAFF WHO DO NOT HAVE DIRECT CONTACT WITH CHILDREN

Caversham and New Bridge Nursery School

Performance Management Planning Statement

– Staff Who Do Not Have Direct Child Contact

Reviewee’s Name:                               Reviewer’s Name:

Assessment of performance for the performance management cycle just ended:

 

 

Recommendation for pay progression (if eligible):

 

 

Objectives for the next cycle:

Objective 1:

Raising of standards

Performance Criteria:

 

Other evidence:

 

Support, training and/or development:

 

Timescale:

 

 

 

Objective 2:

Professional Development

Performance Criteria:

 

Other evidence:

 

 

Support, training and/or development:

 

Timescale:

 

 

Objective 3:

School Improvement.

Performance Criteria:

 

Other evidence:

 

Support, training and/or development:

 

Timescale:

 

 

Additional comments

Signed (Reviewee):                                                   Date:

Signed (Reviewer)                                                    Date:

Amendments (for changes which have to be made mid-cycle)

Agreed by:

Reviewer                                                                Date:

Reviewee                                                                Date:

Head teacher                                                           Date:

Confidential

Performance Management Training and Development Annexe

A copy of this annex will be given to the person responsible for planning training and development within the nursery.

Training and development needs:
Action to be taken:

 

Outcome:

Reviewer signature:                                                          Date:

 

Reviewee signature:                                                         Date:

Reviewee comments:

APPENDIX 4: OVERVIEW OF THE EVENTS AND TIMINGS FOR AGREEING THE PLANNING AND REVIEW STATEMENT

Event Timescale
Planning Meeting Scheduled as far in advance as possible – confirmed 5 working days before and if it has to be rescheduled at least 5 working days’ notice should be given.
Reviewer prepares draft planning and review statement and passes to reviewee. Within 5 days of planning meeting.
Reviewer prepares and signs final version of review statement
Reviewee may add comments to review statement. Within 10 days of the planning meeting
Review statement is submitted to the head of the Nursery School
Head teacher may review the statement and may instruct the reviewer to make changes. Within 10 days of receiving the statement.
Reviewee can appeal at this stage if the head has decided that no changes to the statement are required. 10 days after review statement is given to the head teacher
If Head teacher instructs reviewer to make changes:

–       consult with reviewee

–       prepare new statement

–       copy is given to reviewee

–       reviewee may add comments.

–       Revised statement signed and submitted to Head of Nursery School.

–       Reviewee can appeal against final copy

Within 10 days of Head teacher instructing reviewer to make changes.

APPENDIX 5: GLOSSARY OF TERMINOLOGY

 

CPD – continuing professional development.

PM – Performance management.

Performance Management Training and Development Annexe – summary of training and development needs which is passed to the CPD co-ordinator.

Planning and review statement – review of the previous year and statement of objectives that have been set for the coming year, including: information on what evidence will be collected, how and when; what the performance criteria are and; support, training and development needs.

Reviewee – person whose performance is being reviewed

Reviewer – person who organises the performance management cycle. Usually the head teacher or the reviewee’s line manager.

SDP – School development plan