Managing Performance HR workshop课件

1、Managing PerformanceThe New ProceduresFebruary 2012 Whats Different-Capability ? The Capability Procedure Key Issues Whats Different-Performance Management? Key issues Performance Expectations UPS, TLR etc.AgendaSlide 1Whats Different ? - CapabilitySlide 1Old ProcedureNew Procedure2 proceduresSame p

2、rocedure for all staffIdentify concerns and relevant evidenceNo changeLimited connection between Capability and PM. PM does not form part of process and statements available to line managers to “discharge their functions” Direct relationship procedures linked & PM suspended during formal capabil

3、ity process.Limited connection between capability and payDirect relationship explicit warnings about withholding pay progression/incrementsPaperwork example forms but discretion to use ownNo changeWhats Different ? - CapabilitySlide 1Old ProcedureNew ProcedureCounselling / Informal Stage (all)One te

4、rm (t), no fixed period (ss)Monitoring Period through PM4-8 weeksFormal Stage initial formal meeting (all) First written warning (t), warning (ss)Right of appealNo changeAssessment Stage, 20 weeks (t) Review, 3 months (ss)Formal Monitoring Period4-8 weeksInsufficient Improvement (all)Final written w

5、arningRight of appeal (all)No changeSecond Assessment Stage, 4 weeks (t)Review, 3 months (ss)Formal Monitoring Period4-8 weeksInsufficient improvement (all)Dismissal - Right of appealNo changeTimescale: 36-40 wks (t), 26 wks+ (ss)Timescale: 12-24 wksThe Capability ProcedureSlide 1Performance concern

6、s identifiedConcerns very serious in nature?Set monitoring period of 4-8 working weeksPerformance improved sufficiently during monitoring period ?(exceptional 4 week extension)Letter issued confirming meeting & expectationsNOSuspend Performance Management.Move into Capability ProcedureRegular co

7、ntact during monitoring periodYESNODeal through Performance Management Procedure The Capability ProcedureSlide 1Improved after monitoringProcedure ceases.Re-instate PM if suspendedNFADismissal (after prior warning(s)WarningRight of AppealFormal Capability MeetingSet formal monitoring period(4-8 week

8、s)Sufficient improvement?YESNoNot improved after monitoring or very serious concernsPick up earlyKeepRecordsNotice PeriodsIll Health ManagementContinuousSkillsMonitoringKey IssuesSlide 1Whats Different ? - PMSlide 1Old ProcedureNew Procedure2 proceduresSame procedure for all staffHT/GB appointment o

9、f appraisersRight to object to reviewer (t)External Advisor for HT PM (t)No changeNo such rightNo requirement for AcademiesSeptember- September cycle (t)April March cycle (ss)No change for teachersFlexibility for support staffObjectivesLinked to improvement plans, pupil progress, job roleReasonable

10、numberNo change butalso assess against new standardsNo changeQuality assuranceFormal procedures for moderation of planning statements (t)Freedom for quality assuranceWhats Different ? - PMSlide 1Old ProcedureNew ProcedureClassroom Observations (t)Max three hour observationsWritten feedback in 5 days

11、No restrictions proportionateFeedback as soon as practicableOutcomes inform pay decisions (all)No changeAppealRight to request review of PM statement and pay (t)Pay Appeal only (ss)Pay Appeal onlyCPDSchool to meet CPD needs (t)Mutual responsibility (ss)Emphasis on personal responsibility for CPDLimi

12、ted sharing of PM information (all)More freedom for management/QA purposesNew TeachingStandardsOverallPerformanceModerationKey IssuesSlide 1Performance ExpectationsSlide 1M1-3M4-6UPS1UPS2UPS3LeadershipTeaching StandardsThreshold StandardsUPS2expectationsUPS3expectationsPay progress if meet objective

13、s and:.Meet Teaching StandardsMeet Teaching & Threshold StandardsSustained high quality perform.Grow professionally, develop teaching expertiseDevelop leadership & teaching expertisePM ObjectivesCapability if fall belowAction PlanSlide 1 Consult/communicate new procedures Ensure understanding of new Teaching Standards an