1. Module Nine: Performance Management and School Appraisal Developing and Supporting the Performance of all connected with the School Community Susan O’Shaughnessy School Management Advisor

2. Objectives of the Module To be able to effectively implement a system of performance management and appraisal throughout the school. To be able to support and motivate staff using performance management and effective continuing professional development, to achieve high standards.

3. Part 1- The main elements which define appraisal What does Performance Management in School mean?

4. Performance Management and organisational theory holds that worker performance will not be affected by motivation alone, but also by working conditions and ability. ABILITY X MOTIVATION X WORKING CONDITIONS = PERFORMANCE

5. Part 2 The purpose of Performance Appraisal and the need for accountability Performance management is a process for establishing a shared understanding about what is to be achieved and how to achieve it. It involves managing and developing people in a way that will develop their skills and increase the probability that organisational objectives will be achieved.

6. A job description A job description should be clear and describe what an individual should do and what his/her role is in relation to the school development plan. It should be written together and agreed and revised annually.

7. continued… As Fisher 1995 p33 states: “ Performance appraisal assesses how well people are doing and what they must do to do even better in the future. This is carried out by reference to the content of the job they do……..the starting point when preparing for appraisal is therefore job content..

8. Part 3 The benefits of performance appraisal For the organisation: Improved performance due to more effective communication of the organizations objectives and values, increased sense of cohesiveness and loyalty, improved relationships between managers and staff. Managers who are better equipped to use their leadership skills and to motivate and develop staff. Development of expectations and long term views and a culture of continuous improvement and success can be created and maintained. The message is conveyed that people are valued.

9. For the appraiser: The opportunity to develop a complete overview of individual jobs and complete departments. Identification of ideas for improvements. Increased job satisfaction and sense of personal value. A means to formulate a more productive relationship with staff based on mutual trust and understanding. Part 3 The benefits of performance appraisal

10. For the appraised: Increased motivation and improved job satisfaction. An increased sense of personal value and a clearer understanding of what is expected and what needs to be done to meet expectations. The opportunity to discuss problems and how they can be overcome. The opportunity to discuss aspirations and any support, guidance or training needed to fulfill these aspirations. Part 3 The benefits of performance appraisal

11. Appendix Contents Appendix 1 - The main elements which define performance management for cutting up and distributing. Appendix 2 – Examples of job descriptions. A school development plan and profiles of staff working in the school. Appendix 3 – The 8 competencies we can use during classroom observations.