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

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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