NSW DEPARTMENT OF EDUCATION AND COMMUNITIES – UNIT/DIRECTORATE NAME WWW.DEC.NSW.GOV.AU

SASSPA Conference 21 August 2015Performance and Development

NSW Department of Education – People and Services Directorate

Why are we all here?

Students

The school experience

NSW Department of Education – People and Services Directorate

Performance and Development Information Session

• What is Performance and Development?• Benefits of Performance and Development.• Performance Development Framework.• Performance and Development process.

NSW Department of Education – People and Services Directorate

What is Performance and Development?

• Acknowledges and recognises the contribution staff make to the operation of a well functioning, professional school.

• Encourages, supports and develops skills, knowledge and capabilities of staff.

• Consistent process of managing work performance of all staff.• Support performance through aligning individual and team

work goals with school and the department’s objectives.

NSW Department of Education – People and Services Directorate

NSW Department of Education – People and Services Directorate

Why?

Performance and

Development

Why Performance & Development?

• The department is committed to creating a high performance culture in its schools and offices.

• Consistent, equitable and transparent performance and development across all public service sectors.

• Legislation requires that all public sector agencies have a performance management system.

NSW Department of Education – People and Services Directorate

NSW Department of Education – People and Services Directorate

Why Performance & Development?

We all work best when we:• Have clear goals.• Understand what is expected of us.• Receive fair and regular feedback about our performance.• Receive tips for improvement.• Receive recognition for a job well done.

NSW Department of Education – People and Services Directorate

People Matter Employee Survey 2014

NSW Department of Education – People and Services Directorate

• 15,394 responses from staff in NSW Public Schools.

• About 70% of the total Departmental responses.

• 50% of school staff that responded said:

My manager has talked to me about what I could do to improve my performance.

My manager appropriately deals with employees who perform poorly.

What’s in it for me?

• Encourages regular feedback between managers and staff in relation to work and professional development.

• Provides an opportunity to formally recognise the contribution that you are making to the school community.

• Provides options for identifying professional development goals and strategies to implement these.

• Ensures equity across all roles as all staff are required to undertake performance and development.

NSW Department of Education – People and Services Directorate

Performance development should not:

• be a quick meeting where you sign some paperwork then get on with the “real stuff”.

• leave staff less motivated than before the meeting to discuss you performance development plan.

• be something you do once or twice a year and tick a box.

• be a separate business activity to what your normally do at work.

• be a stick you hold over people.

NSW Department of Education – People and Services Directorate

The NSW Public Sector Performance Development Framework contains the guidelines and sets the approach for

essential requirements

Performance Development Framework

Performance development provides a framework to value our staff, provides a working environment that acknowledges their contribution and builds capacity to ensure organisational effectiveness.

NSW Department of Education – People and Services Directorate

Structure and components of the Framework

NSW Department of Education – People and Services Directorate

A 3 step processParticipants work with their PDP facilitator each year on a 3 step process:• develop an individual

performance development plan (PDP).

• have two way professional conversations and participate in professional development activities.

• review progress twice a year against the plan and have outcomes assessed.

Performance and Development Cycle

Plan

Implement

Review

NSW Department of Education – People and Services Directorate

This Phase is all about identifying and recording the “what” and the “how’:

• WHAT work goals should be included in the PDP – these are based on the statement of duties and the School Plan.

• WHAT professional and/or career development goals may be included (this is optional).

• HOW will these be achieved – what strategies will be used, what support is available and what professional development is needed.

Planning Phase (Pilot)

NSW Department of Education – People and Services Directorate

• Specific

• Measurable

• Achievable

• Relevant

• Time limited

Goal Setting

NSW Department of Education – People and Services Directorate

• This Phase is the “doing” component of Performance and Development –

• Taking the actions needed to instigate the strategies identified in the plan to achieve identified goals.

• On-going feedback in relation to how the staff member is undertaking their role and developing capabilities.

• Identifying any factors that may affect the achievement of identified goals and addressing these or adjusting the PDP if needed.

Implement Phase (Pilot)

NSW Department of Education – People and Services Directorate

NSW Department of Education – People and Services Directorate

NSW Department of Education – People and Services Directorate

Everyday Coaching

Reinforcing desired

behaviours

Developing Capability

Performance Reviews

Aligning Expectations

There are two stages to this Phase –• Mid cycle review

• Staff undertake self-assessment• Discussion re progress, challenges, achievements, any

adjustments to plan, additional support required• Signed off by both parties

• Annual review• Identify achievements• Assessment of overall outcomes• Signed off by PDP facilitator and staff.

Review Phase (Pilot)

NSW Department of Education – People and Services Directorate

• Collaborative and shared responsibility

• Trust

• Respect

• Know your staff

Effective performance conversations

NSW Department of Education – People and Services Directorate

NSW Department of Education – People and Services Directorate

Provide Quality Feedback

JUDGMENTAL

SPECIFIC

DETAILED

VAGUE

Avoid Make Your Feedback Provide recognition and celebrate success,

and

Address issues and performance shortfalls

What’s worked well?

What did not work so well?

What could you do differently next time?

Balance Your Feedback

Listen:

Concentrate & focus

Talk less!

Paraphrase & summarise

Explore:

Ask OPEN questions

Probe for specifics:

Can you give me an example?

Tell me more?

And?

Listen & Explore

What is your intention?

OR:SOLVE THE PROBLEM

Focus on solutions – Avoid downward spirals:

WIN & BE RIGHT!

Be Optimistic

Next steps

When is performance development being implemented for non teaching staff in schools?

NSW Department of Education – People and Services Directorate

Next steps

http://www.ted.com/talks/derek_sivers_how_to_start_a_movement?language=en

NSW Department of Education – People and Services Directorate

Thank You

NSW Department of Education – People and Services Directorate