Haringey Council PERFORMANCE MANAGEMENT/APPRAISALfor SCHOOL SUPPORT STAFFSPECIMEN FOR TA – Mid year review
The Performance Management Process - for full details, see the Performance Management Policy
Performance Management or appraisal is a formal opportunity for staff to discuss their performance and professional needs with their line manager. Appraisal is designed to be a dialogue, with the person being appraised and the person doing the appraising both contributing freely. It is not some form of one-way report delivered by the manager. The Appraiser should clearly acknowledge what the Appraisee does well, and provide an opportunity for the Appraisee to raise any problems or concerns that they may have about the way their job is developing or what they are expected to do. (DfES 2000)
The annual cycle usually begins with the Appraisee and Appraiser meeting, often at the beginning of the academic year. Prior to this meeting, the Appraisee may find it helpful to fill in the planning sheet 'About You'. In most cases, the school will want to choose some, or all of the 'Areas identified' (usually arising from the School Improvement Plan). The Appraisee should be given advanced notice of these areas to allow time to reflect before agreeing the 'Performance targets' in Part A. The Appraiser may then select and score up to 4 competencies from the optional Part D. Lastly, the development and training needs are identified and recorded in Part B. The original form belongs to the Appraisee and is copied to the Appraiser.
There is a mid-year review to assess progress on the Individual Work Plan (Part A), the Individual Development Plan (Part B) and the competencies (Part D) where used. Comments by the Appraisee and the Appraiser are recorded. The Appraisee should bring any relevant documentation/materials that would aid this process e.g. outcomes of courses attended, research findings, examples of resources made/used, feedback from observations etc. Signatures are required in Part C (along with any supplementary comments). Once again, the original form is kept by the Appraisee and copied to the Appraiser.
At the beginning of the next academic year, a final assessment of progress is made by both the Appraisee and the
Appraiser as for the mid-year review (see above). New targets for the following cycle of Performance Management would also normally be set at this meeting. All these meetings will take place during the Appraisee's working hours.
Information arising from the Performance Management process is to be kept in strict confidence and shared only with the Appraiser and his/her line of management (although Part B should also be shared with the school's CPD co-ordinator).
Part A: INDIVIDUAL WORK PLANAim identified (from school/team/individual development plan)To raise achievement in Literacy or Numeracy
Performance target 1: To make up resources from the Springboard materials to use when supporting pupils in numeracy sessions.
Target dates/Milestones: Look at Springboard folder and select appropriate resources together with class/subject teacher by Oct half term. Make up resources and start using with pupils by Christmas.
Appraisee's Mid Year Comments:
I couldn't finish making the resources until January as laminator broke! I am pleased with the finished results. The children like playing the card games. / Appraiser's Mid Year Comments:
Sue liaised with Keith over choice of resources. Keith reports pupils are responding well.
Appraisee's End Year Comments: / Appraiser's End Year Comments:
To be completed by the manager / Target not met / Target met / Target exceeded / No longer applicable
Part A: INDIVIDUAL WORK PLAN (continued)
Aim identified (from school/team/individual development plan) To raise achievement through effective behaviour management
Performance target 2: To investigate a range of reward systems and use them as appropriate in the classroom.
Target dates/Milestones:
Found range of strategies by end of October. Started using them before Christmas. Evaluated how useful they have been by Easter
Appraisee's Mid Year Comments:
I found it really useful to observe Karen working and got lots of ideas from the team at the PDC. My year 6 class have responded well to the 'Personal Improvement Chart'. / Appraiser's Mid Year Comments:
Sue has worked really hard on this target. She has shared the rewards sheets with all the school staff and they are being used in lots of classes. The parents like them too. I have asked her to do a very short written evaluation forher portfolio saying which ones have been most successful.
Appraisee's End Year Comments: / Appraiser's End Year Comments:
To be completed by the manager / Target not met / Target met / Target exceeded / No longer applicable
Aim identified (from school/team/individual development plan) To develop ICT capacity within the school
Performance target 3:
I will learn how to use Clicker 4 so that I can use it when supporting pupils in the classroom
Target dates/Milestones:
Have basic understanding by February half term. Have used Clicker with pupils by July.
Appraisee's Mid Year Comments:
Really enjoyed training but find it hard when I am back in the classroom to remember how to do it. / Appraiser's Mid Year Comments:
I will ask Marcia to be around at assembly time so that you can work with her to practise what you have learnt.
Appraisee's End Year Comments: / Appraiser's End Year Comments:
To be completed by the manager / Target not met / Target met / Target exceeded / No longer applicable
March 2008
Haringey Council PERFORMANCE MANAGEMENT/APPRAISALfor SCHOOL SUPPORT STAFFSPECIMEN FOR TA – Mid year review
Part B: INDIVIDUAL DEVELOPMENT PLANTo be agreed jointly between appraiser and appraisee.
Training and Development Objective/Activities:What knowledge / skills will be developed?
Variety of maths resources and experience of using them.
Choice of reward strategies, experience of using them and choosing the most effective strategy.
Knowledge and experience of using Clicker 4, firstly on my own and then with pupils.
How will this be achieved? (give brief details)
On-the-Job training:
Collaboration with Maths teacher
Observation of lead TA re reward strategies
Training Course/s:
Attendance of Clicker 4 training session at PDC in January
Other (please specify):
Card, laminator etc to make maths resources
Access to computer to practice Clicker 4 skills
Appointment with Behaviour Support Team at PDC to research strategies - in particular, to copy of range of reward sheets
Who will organise?
IT co-ordinator to book Clicker 4 training and liaise re availability of computer for practice
SENCO to set up appointment with BST
IT technician to make resources available as appropriate
I will liaise with my class teacher re maths resources
I will book a convenient time to observe the lead TA
Mid Year Assessment of knowledge / skills gained
Appraisee's comments
I am still very slow on the computer. I would like to go on the basic ICT course Shelley did at the college last year. / Appraiser's comments
I will speak to the Head and see if we can put it in next year's CPD plan.
End Year Assessment of knowledge / skills gained and any outstanding training and development needs
Appraisee's comments / Appraiser's comments
Part C: OPTIONAL SUPPLEMENTARY COMMENTS
This page can be used to record areas of excellence, mitigating circumstances etc.
Once all forms have been completed and signed off, they should be sent to the Reviewer (i.e. the Appraiser's manager) for signature and return.
Appraisee’s Supplementary CommentsAppraiser's Supplementary Comments
Mid year review
Signed (Appraisee)…Sue SampleDate…February 2008
Signed (Appraiser)… Andrew AppraiserDate…February 2008
Signed (Reviewer)…Ravi ReviewerDate…February 2008
End year review
Signed (Appraisee)…………………………………………………… Date………………………
Signed (Appraiser)……………………………………………………. Date………………………
Signed (Reviewer)……………………………………………………. Date………………………
March 2008
Haringey Council PERFORMANCE MANAGEMENT/APPRAISALfor SCHOOL SUPPORT STAFFSPECIMEN FOR TA – Mid year review
Part D: OPTIONAL COMPETENCIES
This section is about identifying the competencies required to help you achieve your work objectives successfully. You and your manager should identify up to four relevant competencies to focus on in the coming year.
How to measure competencies
- IN: Improvement Needed applies if you occasionally display the behaviours listed as Effective
- EF: Effective applies if you consistently display the behaviours listed as Effective
- EX: Excellent applies if you consistently display the behaviours listed as Effective and some of the behaviours listed as Excellent
Seeseparate document for a complete list of definitions and behavioural indicators
- Self-development and Learning
- Self-discipline and Organisation
- Teamwork
- Communicating Effectively and Appreciating Diversity
- Networking and Partnerships
- Managing People
- Political and Organisational Awareness
- Customer Focus
- Leading Change
- Innovation and Finding Solutions
Competency / Current Level
IN EF EX / Behaviours to focus on and actions to take / End of year assessment (to be completed by Manager)
AchievedComments
Team Work / / Is objective and constructive if tensions arise
Communicating Effectively and Appreciating Diversity / / Adapts communication to encourage desired behaviour
March 2008