Best practice in quality management: Managing staff performance reviews - Jo Watson

Managing Staff Performance Reviews

Jo Watson

Belgrade

November 2014

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Speed sharing

1. 2 mins – 1 minute each

2. Name, country, LEC, number of

teachers, number of sites, your

role

3. Move on to the next person

when you hear the bell

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©Eaquals 06/08/2014 Eaquals Staff Management Self-Help Guide 2011 3

Performance management is: ‘a means of helping teachers and other staff develop and use their competences fully in their work, in line with LEC aims and the needs of learners and clients’.

Performance management

HRM function • Elements

• Appraisal/review

• Observations

• Discipline

• Professional development

• Delegation

• Motivation

• Collaboration

• Participation

• Arbitration

• Legislation

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This session

• Appraisal/review

• Observations

• Professional development

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Quality Assurance

• Range of formal procedures

• Regular lesson observation with feedback

• Procedures for setting up observations

• Coherence – observations and internal teacher training and development

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Typical model

• One formal meeting

per year

• Questionnaire

before and during

• Feedback

• Action plan

Question:

Is this enough

• The same

BUT

• Twice or three times

per year

Question:

Is this enough?

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Product delivery Back office/Admin –

Product information

Management -

quality of product

Teachers Support staff Owner/DOS/ADOS

etc.

In classrooms

Behind closed doors

Behaviour seen, for

the most part, only

by learners

In office/reception

In offices with other

staff/on view for

parents, clients,

learners etc.

Behaviour seen and

heard, on a regular

basis, by colleagues,

clients, parents etc.

In office (open

door?)

In office/sometimes

with other staff

Behaviour mainly

seen and heard by

back office/admin,

clients etc.

Another model

360 degree feedback:

• Feedback not only top

down

• Goes in all directions

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Pros & Cons

• Greater employee

involvement

• Greater interest in

feedback

• Improved

communication

• Steps toward

cultural change

• Negative response

to negative

feedback

• Defensiveness and

denial

• Conflicting ratings

• Increased

expectations

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Yet another model

• Teacher portfolio – illustrate work

• Things learned

• Lessons taught

• Materials used

• Professional development

N.B An ongoing process of continuous

self-reflection and review

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Case Study

• In 2s/3s

• Read the case study

• Discuss – would this work in your

organisation? If yes – how? If no

- why not?

• Would the EPG fit in with this

model?

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http://egrid.epg-project.eu/en

Self-help guide

• Session 1 stage 2

• Discuss and prepare short

feedback

• Session 2 –go through the

questions, discuss and prepare

feedback

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Points to remember

• Regular!

• Clear communication

• Involve staff

• Consider language used (verbal and non-verbal) - no absolutes!

• Recognize achievement

• Record and re-visit

• Encourage

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Bibliography

• From Teacher to Manager: R. White, A. Hockley, J. van der Horst Jansen, M. S. Laughner; CUP 2008

• Total Quality Management: John Bank; 2nd Edition; Prentice Hall 2000

• Managing and Appraising Staff: Eaquals Self-Help Guide; Jo Raskin 2011

• www.businesballs.com

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