Support Staff Appraisal Scheme (adopted by Governing Body 07.12.09) Sidmouth College Support Staff Appraisal Scheme (adopted by Governing Body 07.12.09)

Overview Open to all employees not covered by school teachers’ pay & conditions and Performance Management criteria Ideally conduct as part of PM cycle to enable shared learning objectives Unlike teachers, not linked to pay progression criteria Good practice to link with CIP, SEF, appraisee’s professional aspirations Opportunity to review job descriptions and clarify clear line management structures

What is a Staff Appraisal? A constructive two way process with both manager and appraisee contributing Mechanism for agreeing clear objectives, development/training needs and career plans Important for managers to inform staff how well they are performing Enables a link between individual’s job and raising standards

Why do we have Appraisals? Staff feel valued and appreciated Staff can reflect on their current roles/responsibilities Staff can consider personal CPD and career plans Managers know how they can support staff Staff can have their say about the College and how it operates

What is the process? A planned meeting (approximately one hour) in private between the appraisee and their line manager Starts with the most senior staff and is then cascaded down Take place on an annual basis and ideally incorporates a six monthly review If applicable eg: for HLTAs and TAs, a lesson observation arranged in advance with an agreed focus, should take place two weeks prior to appraisal All appraisees are given a self review form two weeks in advance in preparation for the meeting

Prior to the Appraisal meeting, the manager should : Familiarised themselves with CIP, SEF, appraisee’s job description Made notes of any matters they wish to discuss Identified new objectives and researched any relevant training or development opportunities that are available Where applicable, for classroom based staff, completed an observation and given feedback and copy of completed observation form to appraisee

Prior to the Appraisal, the appraisee should: Familiarise themselves with CIP, SEF and their job description Make notes of matters they wish to raise, using the self review form Be prepared to set objectives and discuss training/development needs Objectives should be SMART: Specific –both of you know what is being aimed for Measurable – measure if you have been successful Achievable – must be reasonable and achievable Relevant – fit with the remit of individual’s role Timed – give a date for achievement or review

Pattern of the Appraisal meeting There should be no surprises for the appraisee during the meeting, therefore the meeting will follow a fairly set agenda: Working for Sidmouth College and DCC Classroom observation (if applicable) Annual review of objective and development (this will only be applicable if you had an appraisal last year) Discuss and set objectives/action plan for coming year Discuss and complete development plan for coming year Discuss future career plans and ambitions Opportunity to discuss anything else not already raised

Following the Appraisal The completed appraisal form should be agreed and signed by appraisee, manager and their line manager and kept in appraisee’s personnel file If you don’t agree, discuss concerns directly with your manager, or if need be, your manager’s line manager. Every effort will be made to resolve disputes amicably. It is important to maintain on-going professional dialogue with each other in respect of performance and development