Performance Reviews

Jennifer Hall Learning and Teaching Resources Coordinator

Sandra Murtagh Human Resource Coordinator

Jenny Needham Library Technician

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Bendigo Senior Secondary College Library PR

Sandra Murtagh, Human Resource Coordinator

Jennifer Hall, as Library Coordinator

Jenny Needham, Library Technician

Dale Pearce, Principal

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Bendigo Senior Secondary College Library PR

44 SSO staff

3 Library Technicians

Annual Reviews

Aligned to annual increments

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Why have Performance Reviews?

Goals:

Foster staff development

Increase communication between managers/coordinators and SSOs

Provide valuable feedback about performance

Recommend strategies for professional growth

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Successful Performance Reviews

Are:

Designed well

Administered by trained supervisors

Supported by your Principal

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Experiences and Role

Human Resource Coordinator

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Performance Review

New SSO Agreement

The performance and development arrangements for SSOs are generally unchanged from the Victorian Government Schools – School Service Officers Agreement 2001.

Victorian Government Schools Performance and Development Handbook, September 2005 provides guidelines and pro-formas.

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Performance Review

The performance and development arrangements

for school staff are designed to:

Support the school in meeting its responsibilities to students, parents & to government through linking staff performance with achievement of school government objectives

Provide feedback on performance which will:

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Performance Review

Enhance the capacity of staff in promotion positions to apply the leadership and management competencies required in their positions

Recognise effective performance through salary progression and

Provide a supportive environment for improving performance where the required standards are not met.

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Performance Review

The Victorian Government Schools – Schools Service Officers Agreement, 2004 advises that salary progression, within a salary range, for SSO’s is NOT automatic and will be linked to performance standards.

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Performance Standards

Be acquainted with and effectively carry out, the responsibilities of the position as set out in the relevant position description

Seek feedback on, and improve knowledge and skills

Act in a professional manner with colleagues and, where appropriate, with students and parent/guardians

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Performance Standards

Promote a safe and supportive school environment

Understand and act in accordance with the school charter (strategic plan) code of practice

Be acquainted, and act in accordance, with the goals and priorities set out in the school charter (strategic plan)

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BSSC Process

2005 - Model developed by a team of SSO staff representative of all areas within the school. The team discussed professional development requirements as well as performance review processes and proformas.

2006 - 2005 model retained as supported by SSO staff and newly appointed Principal with minor changes to reflect alignment with DE&T requirements.

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Performance Review

Examples

Department of Education & Training

Bendigo Senior Secondary College SSO1

Bendigo Senior Secondary College SSO2

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HR Coordinator Role

Assigns each SSO a reviewer (immediate supervisor)

Raises performance & development proforma for each SSO member and inserts information from HRMS

Advises all SSO’s and reviewers of the process and timelines via letter

Distributes performance & development documents to SSO’s

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Performance Review

SSO completes the ‘self review‘ section of the performance and development pro-forma and passes on to reviewer

Reviewer completes reviewer’s assessment

Reviewer arranges review feedback meeting with SSO

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Performance Review

Review feedback meeting occurs Reviewer & SSO discuss the review outcome

Goals & objectives & professional development plan developed

At the completion of the review feedback meeting the reviewer and the SSO add comments as required

Decision made as to whether SSO has met standards. (Principal must make this decision)

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Performance Review

Performance review documentation forwarded to HR Co-ordinator for HRMS notification

A copy provided to SSO and a copy on personnel file

HR Co-ordinator to implement PD for SSO staff as per Professional Development Action Plan

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Professional Development Planning

SSO identifies professional development to be undertaken -

supports ongoing learning/career aspirations and

improves capacity to undertake their role effectively.

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Professional Development Planning

Support to assist SSO to meet performance standards in context of duties

School-based development opportunities

Statewide & Regional professional development

Accredited courses for SSO’s within the SSO ATF

SSO’s perceptions of their level of knowledge/skills

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Performance Review

Grievance Procedures SSOs may lodge a grievance IAW

Teaching Service Order 191.

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Experiences and Role

Learning & Teaching Resources Coordinator (as Library Coordinator)

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From Coordinator’s Perspective

Opportunity to meet with SSO staff to assess performance

Opportunity to develop further planning and address personal and professional goals of the SSO

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Library Coordinator’s Role

Initially discuss procedures with Sandra as our HR Coordinator. This ensures that the process is carried out equitably across all areas of the college for all SSO staff

Discuss process with our Library Technicians individually and distribute paperwork

Provides for an opportunity to answer any initial questions or concerns and outline timelines

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Library Coordinator’s Role

Complete the appropriate reviewer’s forms

Refer to position description

Refer to team goals and strategic plans

Refer to ongoing review material throughout the year – De Bono thinking

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Experiences and Role

Library Technician

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How To Approach a Performance Review

Planning is the key to holding a constructive performance review.

Consider the areas you perform well in. Note down all major achievements for the year

Look at the areas where you think you could improve. Disclosing these demonstrates your insight and commitment to improving performance

List additional goals and objectives, with suggestions for how they might add value to your job

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How To Approach a Performance Review

Identify any work processes that could be improved and be valuable to the library. Any suggestions even if they are not implemented demonstrate that you are motivated and genuinely interested in improving the library

Try not to take criticism personally. Look at suggestions for improvement as areas that you need to work on

Have a list of goals you would like to achieve in the following 12 months, and professional development you might like to attend

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‘Performance Review

SSO Annual Review Proforma

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Consultation with Coordinator

Compare all forms

Discuss any similarities and differences in comments

Discuss professional development options

Review library and college strategic plans to ensure there is correlation

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Advantages and Disadvantages Opportunity to identify

and acknowledge SSO performance

Opportunity to praise and offer constructive criticism as appropriate

Opportunity to complete strategic planning and improve team performance

Can be stressful if not handled well by coordinator

Potential for competitiveness between staff

Of little value unless followed through over the next 12 months

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Advantages of Performance Reviews Potential to increase job satisfaction and

understanding

Will identify areas where development is needed

Can establish agreements on professional development goals for both the individual and the department

Enable work processes to be continuously monitored and improved where necessary

Knowing what is expected of me outlines to my coordinator what is expected of her.

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Advantages of Performance Reviews Gives me an opportunity to comment on my own

performance

Have found it valuable to gain performance feed back and recognition

Has increased my self assessment

Has promoted teamwork, our team is more productive when everyone works towards agreed goals

Gives me a time to discuss progress, challenges and accomplishments.

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Disadvantages of Performance Reviews

The things I felt when first asked to be appraised were:

- Stressed- Threatened- Apprehensive- Nervous / Worried I cannot live up to expectations of the manager or department

Your manager/coordinator may not be in a position to observe or give relevant assessment to certain dimensions of performance.

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Disadvantages of Performance Reviews

You could feel disadvantaged or have results biased by a manager who may have a personal bias against you. This can also work from an opposite perspective, if there was a close connection between the two parties, certain deficiencies may be overlooked

Can promote unhealthy competition between employees

Variation in results due to factors beyond my control. This could be avoided though by having regular meetings

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Concerns about the Performance Review

Get the facts without getting defensive

Ask for a second meeting

Ask your manager to explain each criticism

Consider a consultation with a Human Resources Manager

Suggest things you can do in the following 12 months to improve your performance

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If your performance review is successful…

You will leave feeling motivated and excited about your job

You will feel acknowledged,

appreciated and fairly rewarded for past efforts

You will become (or continue to be) a valuable asset to the future success of the library.

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Bendigo Senior Secondary College Library PR

Sandra Murtagh, Human Resource Coordinator

Jennifer Hall, as Library Coordinator

Jenny Needham, Library Technician

Any Questions?