February 8, 2012 Session 3: Performance Management Systems 1

Aims and objectives of the session By the end of the session participants will have a shared understanding of: High quality Performance Management Systems The links between Performance Management and the ISLLC standards The key decisions and actions which districts need to make / take in order to ensure to proactively support the implementation of effective performance management systems in schools 2 February 8, 2012 Session 3: Performance Management

Performance Management Performance management includes activities that ensure that goals are consistently being met in an effective and efficient manner. Performance management systems can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas. 3 February 8, 2012 Session 3: Performance Management

Performance Review and Evaluation Performance Review is an annual review linked to targets for enhanced performance. Ideally this includes: multiple measures, multiple reviewers, interim reviews, ongoing feedback, coaching and support. Evaluation is often used as the term for the specific process of characterizing and appraising some or all aspects of an employee’s personal and professional performance. 4 February 8, 2012 Session 3: Performance Management

Best Practices in Evaluation Basis for evaluation Quality of work - criteria based Student progress State Assessment Benchmark assessments Common assessments Teacher- made assessments Plan for gathering data Processes and procedures for gathering information about quality of work Procedures for gathering information about student progress End result Student learning Teacher rating Principal rating Direction for professional growth Determination of employment Compensation Career ladder Developed by TLS, Inc. FFT-Based Rubrics 5 February 8, 2012 Session 3: Performance Management

Appraisal An effective performance management system should be characterized by rigorous, fair and transparent appraisal. This is essential to provide an account of how well the employee is doing, where his or her strengths and weaknesses lie, and how he or she can do better and be better supported. 6 February 8, 2012 Session 3: Performance Management

What is Appraisal? The act of estimating or judging the nature or value of something or someone An estimate of value, as for sale, assessment, or taxation; valuation An estimate or considered opinion of the nature, quality, importance 7 February 8, 2012 Session 3: Performance Management

Activity 1: Self Review Draw a House Activity 1: Self Review Draw a House 8 February 8, 2012 Session 3: Performance Management

House appraisal scheme When appraising your house please follow these guidelines: Roof20 points Chimney5 points Smoke coming out of chimney5 points Windows 5 points each (maximum 4) Door10 points Garage30 points Trees 50 points Patio60 points Swimming pool100 points Give yourself a score out of February 8, 2012 Session 3: Performance Management

Activity 1: Debrief and Gallery Walk In small groups review and reflect on the ‘draw a house’ exercise. Identify the key messages that principals and superintendents need to address to ensure the effective implementation of an evidence-based principal evaluation process. Chart your top 3 messages. Undertake a gallery walk – adding any comments to other charts as you undertake the gallery walk. 10 February 8, 2012 Session 3: Performance Management

Performance Management and ISLLC standards Developing a school culture and instructional program conducive to student learning and staff professional growth Acting with integrity, fairness, and in an ethical manner Ensuring effective management of the organization, operation and resources for a safe, efficient and effective learning environment Evidence –based, thorough, rigorous and fair review of performance Understanding, responding to, and influencing the political, social, legal and cultural contexts Collaborating with faculty and community members, responding to diverse community interests and needs, and mobilizing community resources Key principles Setting a widely shared visi on 11

Activity 2: The role of the ISLLC standards in the Performance Management process Activity 2: The role of the ISLLC standards in the Performance Management process 12 February 8, 2012 Session 3: Performance Management

Activity 2: Performance Management and ISLLC standards A Groups: From the perspective of a school principal review the ISLLC standard(s) allocated to your group. Identify: ways in which you would fulfill each function the nature and type of evidence you would be able to provide as evidence that you had fulfilled each function B Groups: From the perspective of a principal evaluator review the ISLLC standard(s) allocated to your group. Identify: the nature and type of evidence you would anticipate that a principal should be able to provide to demonstrate he or she had fulfilled each function what type and range of activities you would wish to undertake as part of the principal evaluation process to verify the evidence provided by the principal. A group join with a B group – compare and contrast your answers. 13 February 8, 2012 Session 3: Performance Management

ISLLC standards The ISLLC standards are designed to serve as a broad set of national guidelines that states can use as model for developing or updating their own standards. The standards provide high-level guidance and insight about the traits, functions of work and responsibilities they will ask of their school and district leaders. Using the policy standards as a foundation, states can create a common language and bring consistency to education leadership policy at all levels so that there are clear expectations. The ultimate goal of these standards is to raise student achievement. 14 February 8, 2012 Session 3: Performance Management

Effective Performance Management Systems Effective Performance Management Systems 15 February 8, 2012 Session 3: Performance Management

Performance Management Cycle in schools Work towards meeting objectives Professional Development Ongoing monitoring Assess performance against objectives Agree new objectives Performance Management 16 February 8, 2012 Session 3: Performance Management

Performance Management in Barclays Aims and Objectives Individual Performance Planning Progress Review Performance Appraisal Performance Coaching 17 February 8, 2012 Session 3: Performance Management

Stage 1 Aims and Objectives Each staff member will discuss and agree on 3 to 6 aims and objectives with their supervisor and record these in an individual plan Objectives will include professional growth targets as well as ways of developing and improving the professional practice of the individual 18 February 8, 2012 Session 3: Performance Management

Stage 2: Individual Performance Planning Each staff member agrees with their supervisor on an individual performance plan which is designed to enable the staff member to achieve their aims and objectives. This plan will identify training, support and professional development activities. 19 February 8, 2012 Session 3: Performance Management

Stage 3: Progress Review The staff member and the supervisor will keep progress under active review throughout the year (Observation) The supervisor should consult the individual staff member before seeking to obtain relevant written or verbal information regarding the staff member’s performance from other people 20 February 8, 2012 Session 3: Performance Management

Stage 4: Performance Appraisal The supervisor will: Review and evaluate the outcomes achieved by the staff member Compare these outcomes to those agreed upon at the start of the year Compare the outcomes achieved to outcomes achieved by other staff members with similar roles and responsibilities, both within the division and across the organization as a whole 21 February 8, 2012 Session 3: Performance Management

Stage 5: Reviewing performance The annual performance review will include using the recorded objectives as a focus to discuss the staff member’s achievements and to identify any development needs It will be combined with mutually agreeing upon objectives for the following performance management cycle 22 February 8, 2012 Session 3: Performance Management

Impact of Effective Performance Management Effective Performance Management creates a shared commitment to high performance It helps to improve the quality of teaching and learning Designing and implementing an effective performance management system: – provides a framework which ensures appropriate and effective training and development for all staff –which enables staff to meet both their personal needs and the needs of the institution 23 February 8, 2012 Session 3: Performance Management

24 Pairs/trios: Reflect on Impact of Effective Performance Management. Identify the key decisions and actions which districts need to make / take in order to ensure to proactively support the implementation of effective performance management systems in schools. Be prepared to share these with the rest of your table and the whole group. Activity 3: Implementing Effective Performance Management in schools February 8, 2012 Session 3: Performance Management

Break 15 minutes Break 15 minutes 25 February 8, 2012 Session 3: Performance Management

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