The school is committed to performance management to develop all staff and improve teaching and to raise standards of achievement for all children.

The policy covers all teachers other than those on contracts less than one year and those in their induction year. A modified version will be used with CSAs and other staff.

The aim of performance management is to support and improve teachers work both as an individual and as members of the school team. This policy sets out a framework for all staff and members of the SMT to agree and review priorities and objectives within the School Improvement Plan and their role in implementing the plan.

Within the context of the school performance management means:-
raising standards;
continuous professional development;
development of job satisfaction;
whole school involvement.

The important aspects of the performance management process within the school will be its:
manageability;
consistent approach;
equality of opportunity;
shared process.

These will be monitored and evaluated consistently by everyone involved in the process.

Performance management is a shared responsibility.

Governing Body
strategic role in agreeing schools Performance Management Policy;
ensuring that performance of teachers is regularly reviewed;
monitoring the performance management process.

Headteacher
implementing the schools performance Management Policy;
ensuring that performance management reviews take place.

External Adviser
advice to Governing Body representatives;
advice on setting of performance objectives;
supporting the governors on reviewing performance at the end of the review cycle.

Two governors will carry out the heads performance management review.
Members of the SMT will act as team leaders. This will be decided on the basis of who has the best overview of their colleagues work.
Each member of the SMT will have 4 reviewees.

Performance management within the school is a three stage process:-
planning;
monitoring ;
review.

An integral tool in the implementation of performance management is the Personal Professional Development File, which is issued to all staff.

The one year performance management cycle is an integral part of the School Improvement Plan which is evaluated and a new version written each Spring Term.

Performance Management Timetable

Objectives agreed for head	- by December (2000)
Objectives agreed with all other staff	- by February (2001)
Monitoring and feedback	- throughout the year
Formal reviews	- Autumn Term 2001

Cycle repeated annually

On an annual basis, during the Autumn Term, each member of staff and a member of the SMT agree the focus for the teacher / teaching assistant work during the year.

The purpose of the annual meeting is to:
review the job profile;.
identify teacher ( CSA) priorities to meet pupil needs;
identify priorities to meet teachers needs;
agree a minimum of 3 ( maximum 5) specific objectives for the coming year.

The focus of the objectives will be pupil progress and the improvement of teachers professional practice within the context of the School Improvement Plan. It is the responsibility of the participants in the annual review to ensure that the agreed objectives are clear and concise and measurable about what is to be achieved.
Appropriate professional development opportunities need to be agreed at this point.

Teacher objectives will cover pupil progress as well as ways of developing and improving teachers professional practice.
The heads objectives will cover school leadership and management as well as pupil progress.

The team leader (SMT member) should record the objectives which apply for the review period. These should be jointly agreed if possible. If there are any differences of opinion about the objectives the teacher may add comments to the written record of objectives. If the head and the governing body are unable to agree objectives, the governors appointed to review the performance of the head should set and record the objectives. The head may add comments to the written record.

The team leader (SMT member) should consult the leader before seeking to obtain information, written or oral relevant to the teachers performance from other people Classroom observation is accepted good practice with a minimum of one observation each year required by regulations. It is not a requirement to observe headteachers with teaching responsibilities.

Progress towards meeting the objectives will be monitored throughout the year through a range of procedures to gather evidence:-
classroom observations;
planning file;
assessment records;
childrens work;
appropriate discussions with children;.
post course feedback to SMT and evidence application.

Following any classroom observation, full, constructive, confidential and timely feedback is given to offer the opportunity to discuss what went well and what may have been better or differently next time. A written report of the observation will be discussed and a copy given to the teacher. A copy will also be retained by the head.
All staff will be observed at least three times during the year, of which one will be Literacy and one Numeracy.

{Reference should also be made to School Improvement Policy}

The annual review of the teachers performance will use the recorded objectives as a focus to discuss his / her objectives as a focus to discuss his / her achievements and identify any development needs.

A review of performance will take place annually between the teacher (CSA) and member of the SMT .The overall focus of the review is raising performance and effectiveness. The outcomes of reviews will inform school management policies and the School Improvement Plan for subsequent years.
Discussions focus on:-
reviewing and discussing key tasks and standards achieved;
recognition of strengths and achievements;
recognition of factors outside teachers control;
confirmation of action agreed during informal discussions during the year;
identification of future areas for development at the school and personal professional level;
setting further targets for pupil achievement and objectives for professional development;
outline contents for the written review should be agreed at this point.

Within ten days of the meeting the member of the SMT will provide a written review statement recording the main points made and the conclusions reached including development needs and activities.

Induction - the final review meeting of the induction period will be used to agree objectives and professional development opportunities as the first stage of the teachers subsequent performance management cycle; (Circular No: 5/99 The Induction Period for Newly Qualified Teachers para 58.)

Up to the Threshold teachers can expect an annual increment if they are performing satisfactorily.

Evidence from reviews, can be used to inform applications by teachers and assessment by heads. Ref. Threshold Assessment Pack (DfEE)

Upper threshold pay scale Criteria for progression are that performance and contribution to the school as a teacher is substantial and sustained. This is to be considered in the relation to the totality of a teachers work bearing in mind the breadth of factors in the Threshold Standards.

Through effective management we aim for all staff to be provided with clear expectations and appropriate support.

However, relevant information from review statements may be taken into account by those who have access to them in making decisions and in advising those responsible for taking decisions, or making recommendations about performance, pay, promotion, dismissal or disciplinary matters.

There will only be two copies of the review statement - one help by the teacher the other by the head on a central file. SMT members or Governors responsible for making decisions regarding pay could request access.
A copy of the heads review statement should go to the Chair of Governors.

• Information about performance reviews is available as listed below:
  the head should ensure that training development needs from the review statement are given to the person responsible for training and development at the school;
  
• the head should report annually to the Governing Body on Performance Management in the school, including the effectiveness of the performance management procedures in the school and the training and development needs of teachers
• the CEO can request from the chair of Governors a summary of the performance assessments section of the Heads Review Statement.

The head will keep review statements for at least three years.

The Review
Within ten days of receiving the statement:
Teachers can record their dissatisfaction with aspects of the review on the review statement. Where these cannot be resolved with the team leader, they can raise their concerns with the head. Where the head is the team leader, the teacher can raise the issue with the Chair of Governors.

Headteachers can record their dissatisfaction with aspects of the review on the review statement. Where these cannot be resolved with the appointed governors, they can raise their concerns with the Chair of Governors. Where the Chair of Governors has been involved in the review process, the governing body should appoint one or more governors who have not participated in the heads review to act as review officer. No governor who is a teacher or staff member can be involved in performance review.

The review officer (who could be the head, the Chair of Governors or the governors appointed by the governing body) will investigate the complaint and take account of comments made by the job holder. The review officer should conduct a review of the complaint within 10 working days of referral. S/he may decide that the review statement should remain unchanged or may add any observations of his/her own. The review officer may decide, with the agreement of the person responsible for carrying out the initial review, or in the heads case all the appointed governors, to amend the review statement; or declare that the review statement is void and order a new review or part of the review to be repeated. Where a new review is ordered new governors will be appointed to carry out the review of the headteacher. For teachers, the headteacher will appoint a new team leader. Any new review or part review ordered should be conducted within a further 15 days.