绩效管理英文文献说课材料.docx

1、绩效管理英文文献说课材料 PERFORMANCE MANAGEMENT POLICYThe Governing Body of Homerton Childrens Centre adoptedthis performance management policy on31 October 2007.APPLICATION OF THE POLICYThe policy applies to the head teacher and to all teachers employed by the school except teachers on contracts of less than o

2、ne term, those undergoing induction (ie NQTs) and those who are the subject of capability procedures.PURPOSEThis policy sets out the framework for a clear and consistent assessment of the overall performance of teachers and the head teacherand for supporting their development needs within the contex

3、t of the schools improvement plan and their own professional needs. 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.Th

4、is policy should be read in conjunction with the schools pay policy which provides details of the arrangements relating to teachers pay in accordance with the School Teachers Pay and Conditions Document.LINKS TO SCHOOL IMPROVEMENT, SCHOOL SELF EVALUATION AND SCHOOL DEVELOPMENT PLANNINGTo comply with

5、 the requirement to 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

6、school self-evaluation and the wider school improvement process.Similarly, the school improvement and development plan and the schools self evaluation form are key documents for the performance management process.All reviewers are expected to explore the alignment of reviewees objectives with the sc

7、hools priorities and 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 a

8、re made in relation 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 s

9、tatements to check that 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

10、 Governing Body will 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, and will have

11、regard to what can 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

12、with the schools strategy for bringing downward pressure on working hours. They shall also take account of 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 th

13、e school.The reviewer 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 necessa

14、rily all have the same number of objectivesall teachers, including the head teacher, will have a whole school objectiveThough performance management is an assessment of overall performance of teachers and the head teacher, objectives cannot cover the full range of a teachers roles/responsibilities.

15、Objectives will, therefore, focus on the priorities for an individual for the cycle. At the review stage it will be assumed that those aspects of a teachers roles/responsibilities not covered by the objectives or any amendment to the statement which may have been necessary in accordance with the pro

16、visions of the regulations have been carried out satisfactorily.Reviewing ProgressAt 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 objectiv

17、e, 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

18、 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.APPEALSAt specified points in the performance management process teachers and head teachers have a right

19、of appeal against any of the entries in their planning and review statements.Where a reviewee wishes to appeal on the basis of more than one entry this would constitute one appeal hearing.Details of the appeals process are covered in the schools pay policy.CONFIDENTIALITYThe whole performance manage

20、ment process and the statements generated under it, in particular, will be treated with strict confidentiality at all times. Only the reviewees line 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 r

21、equest, where this is necessary to enable the line manager to 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 tr

22、aining annex of the reviewees planning and review statements.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 need

23、s of teachers in general, including the instances where it did not prove possible to provide any agreed CPD, will form a part of the head teachers annual report to the governing body about the operation of the performance management in the school.With regard to the provision of CPD in the case of co

24、mpeting demands on the 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 school to achieve its priorities. Th

25、e schools priorities will have precedence. Teachers should not be held accountable for failing to make good progress towards meeting their performance criteria where the support recorded in the planning statement has not been provided.APPOINTMENT OF REVIEWERS FOR THE HEAD TEACHER Appointment of Gove

26、rnorsThe Governing Body is the reviewer for the head teacher and to discharge thisresponsibility 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

27、/he may submit a written request to the governing body for that governor to 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 will provide the Governing Body with advice a

28、nd support in relation to the management and review of the performance of the 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

29、line manager. In this school the head teacher has decided that:The head teacher 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

30、for all those teachers they line manage.Where a teacher is of the opinion 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.W

31、here 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 teacher. Where this teacher is not the reviewees line manager the teacher wi

32、ll have an equivalent or higher status in the staffing structure as the teachers 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 teachers must be reviewed on an annual basis. Performance planning and reviews must be completed for all teachers by 31 October and for head teachers by 31 December.The performance mana