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Performance and Development A Framework for Cultural Change

Performance and Development A Framework for Cultural Change. Lyn Metcalfe. Performance and Development Framework. Every employee to have a PDP by 30 June 2013 Principal to determine who is responsible for leading PDP conversations in the school Band 4 and Band 5 SEO:

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Performance and Development A Framework for Cultural Change

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  1. Performance and DevelopmentA Framework for Cultural Change Lyn Metcalfe

  2. Performance and Development Framework • Every employee to have a PDP by 30 June 2013 • Principal to determine who is responsible for leading PDP conversations in the school • Band 4 and Band 5 SEO: • can develop draft PDP with staff, but Principal must sign off • Principal/AP, must become involved in any underperformance • Band 6 SEO: • sign off PDP’s

  3. Performance & Development Cycle Key Features • Annual Cycle • Only in Stage 1 and 2 now • Focus is on developing goals and performance measures • Feedback and assessment come later

  4. The Paperwork • Capability and Values Profile • School Improvement Plan • Statement of Duties • Setting the Goals • PDP Template • Recording the Goals

  5. Capabilities & Values Profiles What are they: • Separate profile for each TSSA Band & EFAs • A tool to help the conversation, not just a checklist • Clarifies the expected standard of performance required in a role • Describes the way we expect someone to go about their work, not what work is done • Responsibilities, behaviours and capacities required at each level Capability Categories: • Delivering High Quality Results and Client Services • Judgment, Common-sense & Strategic Thinking • Communication Skills • Leadership and People Skills • Developing Own Skills

  6. Capabilities & Values Profiles How can you use them: Stage 1: Planning • Self assessment • Group conversation • One-on-one conversation Stage 2: Developing the PDP • Not an assessment!! • Conversation about strengths and areas for improvement • Areas for improvement become goals

  7. Capabilities & Values Profiles: Non-teaching staff How can you use them: Stage 3: ongoing feedback • Check in on progress • Provide feedback • Adapt goals/actions Stage 4: assessment • This is the formal part • Assessment against each capability • Use the assessment to develop goals for next PDP

  8. Some tips for starting • Flexible approach • How you work with the paperwork will depend on the individual employee • Don’t set too many goals • Don’t expect to be perfect or cover everything in the first cycle – focus on the priority areas • Focus is setting goals for future, not providing feedback on past • Assessment comes later

  9. Further Information Staff Intranet (search “Performance and Development Framework”): • PDF Policy and Procedure • Capability and Values Profiles • Frequently Asked Questions • Online training module • Underperformance Procedure

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  15. Training and Support New workshop: • Overview of PDP process • Focus on developing the PDP – setting goals • Clarification of how to use the paperwork – particularly the Capability Profiles • Strategies for how to raise and discuss areas for improvement and development • Getting people engaged in the conversations

  16. Salary Progression and Advancement Assessment • New procedures coming soon • Link to PDP process after 30 June • Once full cycle completed, approval/recommendation will be based on PDP assessment

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