Performance Review and Staff Development

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Performance Review and Staff Development
Leading and Managing the Implementation of PRSD
in Schools A Conference for Principals and
Senior Leaders
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Conference structure

• Session 1 - Context for PRSD in schools
• Session 2 - Overview of PRSD scheme
• Session 3 - Initiating, implementing and
  sustaining PRSD in the school
• Session 4 - Conclusion

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PRSD in its Wider Context
Session 1

• part of a wider agenda of educational change
• linked to school development planning
• focused on continuing professional development
• building on existing practice in SDPR, Threshold
  Assessment and other school-based policies
• to be operational from September 2005

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Key Points about PRSD
Session 1

• an agreed scheme
• linked to school development plan
• applicable to all qualified teachers (except
  teachers in induction and EPD)
• an annual review cycle with three stages
• roles and responsibilities for
• employing authorities / boards of governors /
  governor reviewers / external advisers /
  principals / teachers
• to be reviewed after two years

5
Expected Outcomes of the Conference
Session 1

• This conference will
• show you how PRSD fits into the wider educational
  picture
• explain what PRSD offers schools
• provide an overview of the annual review cycle
• explore the processes of the scheme for
  principals and teachers
• give you time to consider the PRSDs most
  important elements
• help you put a PRSD scheme in place in your
  school and be aware of connections to associated
  school policies/procedures
• signpost resources for supporting school based
  training for teachers

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Expected Outcomes of the Conference
Session 1

• This conference cannot
• consider whether or not there should be a PRSD
  scheme
• deal with specific matters relating to pay and
  affordability
• deal with specific matters relating to Employing
  Authorities
• give you detailed information about every aspect
  of the scheme
• answer every question you might have about PRSD
• tell you how you put PRSD in place in your school

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Challenges Facing Schools
Session 1
8
Core Purposes of Schools
Session 1
9
ET Strategy
Post Primary Review
Together Towards Improvement
Curriculum Review
SENDO
Curran Inquiry I II
LMS
Numeracy Strategy
Demographics
Literacy Strategy
Citizenship
School Development Plan
Performance Review and Staff Development
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What PRSD Offers Schools
Session 1

• it connects school development planning and
  performance review
• it allows school priorities to be aligned with
  the professional development needs of staff
• it gives professional development programmes
  coherence and direction
• it enables a staff development programme to focus
  on building confidence and capacity
• it helps schools to be better equipped to respond
  to the challenges they face
• it contributes to school improvement
• it helps schools make better provision for their
  pupils

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What PRSD Offers Principals and Teachers
Session 1

• it applies to all except beginning teachers
• it focuses on continuing professional development
• it is directly linked to the schools development
  plan
• it establishes a rigorous annual review process
• it provides for personal professional development
• it makes classroom/task observation part of the
  overall process
• it enables decisions about career progression and
  pay to be informed by reliable evidence

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WORKSHOP 1
Session 1

• exploring the potential of PRSD
• time - 10 minutes

Reference Conference Workbook Page 7
Timer
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WORKSHOP 2
Session 1

• exploring the benefits of PRSD
• time 15 mins

Reference Conference Workbook Page 9
Timer
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High
High accountability culture
High Performance Culture
High Performing School
School Development
Low performance culture
High staff development culture
Low
Low
High
Performance Development
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Challenges for Principals and Senior Leaders
Session 1

• establishing a sense of what PRSD can do in your
  school and the benefits it can bring
• understanding PRSD, the review process and its
  implications for all those involved
• preparing for the introduction and implementation
  of PRSD and the review process

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20 minutes
Timer
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Session 2

• The PRSD Process

Key documents that will be referenced during this
session PRSD Scheme (located in Handbook
Appendix I) PRSD Guidance issued by Employing
Authority (located in Handbook Appendix
II) RTU PRSD Workbook for this conference
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Vision(PRSD Scheme Vision Statement)
Session 2

• The schemes vision statement says that it is
  integral to the school development planning
  process
• recognises the significant skills, abilities and
  experience of teachers
• will foster their continuing professional
  development
• will seek to provide for all pupils the highest
  quality learning and teaching

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Aims (PRSD Scheme 2.1)
Session 2

• The scheme declares that it aims to
• recognise the contribution of teachers to
  achieving the aims of the school development plan
  and help them to identify ways of enhancing their
  skills and performance
• identify the professional needs and necessary
  resources to support teachers in their
  professional development and career progression
• increase teachers participation in
  decision-making and career planning
• develop in teachers a greater sense of control
  over their work

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Aims (PRSD Scheme 2.1)
Session 2

• The scheme goes on to state that it seeks to
• enhance the quality of education
• inform the management of schools
• improve teacher morale and motivation
• be seen by staff as enabling
• be manageable and minimise bureaucracy

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Fundamental Principles
Session 2

• If the schemes aims are to be achieved, the
  review process in schools must be built on the
  following
• - professionalism
• - confidentiality
• - sensitivity
• - openness and transparency
• - equity and fairness
• - trust and confidence

Reference PRSD Handbook (Section 4.4)
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Review Cycle Year 1 (PRSD Scheme 2.2 4.1)
Session 2
Reference PRSD Handbook Section 3.3
Initial Review Meeting
Monitoring and evidence gathering
Review discussion and review statement
Review statement Annex
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The Initial Review Meeting (PRSD Scheme 4.2 to
4.4)

• setting 3 objectives
• criteria
• SMART
• centrality of school development plan
• recording the objectives

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School Vision Statement
School Aims
School Development Plan
Goals

Objectives a statement of the actions to be taken
to achieve a SMART detectable difference in a
particular area
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Code of Practice
Session 2

• The Code of Practice notes that the reviewer
• must be familiar with relevant policies
• should have access to a range of background
  information relevant to the reviewees wider
  professional responsibilities
• should be provided with a copy of the reviewees
  job description

Reference PRSD Handbook Appendix III
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Workshop 3
Session 2

• Establishing Objectives for a Performance Review
• Time - 20 minutes

Reference Conference Workbook Page 16
Timer
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Setting Objectives Some Suggestions
Session 2

• Issues arising from the second workshop activity
• Some guidelines to consider
• - remember that it is a new and unfamiliar
  process
• - keep to the PRSD scheme
• - use the additional guidance materials
• - seek agreement, but ..
• - accept that it will take time to get it
  right
• - keep the bigger picture in mind

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Annual Review Cycle (PRSD Scheme 2.2 4.1)
Session 2
Reference PRSD Handbook Flow Chart Appendix
Initial Review Meeting
Monitoring and evidence gathering
Review discussion and review statement
Review statement Annex
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Collecting the Evidence (PRSD Scheme 4.6 4.7)
Session 2

• collection of information carried out in
  accordance with agreed Code of Practice
• relevant to the three review objectives
• on the basis of consultation between reviewer and
  reviewee
• reviewees are expected to co-operate fully with
  any reasonable request for appropriate
  information
• purposes
• - assist dialogue in the review discussion
• - monitors progress towards achieving
  objectives
• classroom and/or task observation required
• conforms to fundamental principles

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Classroom/Task Observation (PRSD Scheme 4.7)
Session 2

• part of the review process for everyone
• occurs on 2 occasions of a maximum period of 1
  hour and to take place prior to the review
  discussion
• related to the objectives set at the initial
  meeting
• designed to provide relevant evidence
• conducted in a manner consistent with fundamental
  principles
• value of agreed protocols for monitoring and
  observation established at the initial meeting
• use of observation recording documentation

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Classroom Observation - Activity
Session 2

• familiarise yourself with the sample classroom
  observation proformas
• how relevant are they to your own particular
  school situation?
• what are the issues you might now have to
  consider?
• Time 5 minutes

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Annual Review Cycle (PRSD Scheme 2.2 4.1)
Session 2
Reference PRSD Handbook Section 3.3
Initial Review Meeting
Monitoring and evidence gathering
Review discussion and review statement
Review statement Annex
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The Review Discussion (PRSD Scheme 4.8) (PRSD
Guidance 3.12)
Session 2

• When it happens
• Who attends
• Where it happens
• What the purposes are
• establish the reviewees performance against the
  objectives set
• review the extent to which objectives have been
  achieved
• discuss the reviewees career aspirations
• to note any personal/professional development
  needs arising
• to agree an action plan to meet these needs
• to identify three objectives for the next review
  cycle

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Preparing for and conducting the review discussion
Session 2

• Some suggestions for conducting the review
  discussion
• establish purpose of review
• consider job description
• affirm the positive aspects of reviewees
  performance
• review the extent to which objectives have been
  achieved
• discuss reviewees professional development needs
  and career aspirations
• explore areas for development and establish the
  objectives for the next review cycle

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The Review Statement (PRSD Scheme 4.9 to 5.8)
Session 2

• An agreed record of the conclusions of the review
  discussion
• - prepared by the reviewer
• - agreed by the reviewee
• - signed by both
• - a brief and concise summary of the
  outcomes of the discussion
• Prepared within 10 working days of the review
  discussion
• A confidential document

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Review Cycle Thereafter
Review discussion, review statement and setting
objectives for next cycle
Monitoring and evidence gathering
Review statement Annex
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Workshop 4
Session 2

• completing the review statement
• Time 20 minutes

Reference Conference Workbook Page 21
Timer
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Some Key Points for School Leaders
Session 2

• establishing three objectives and the criteria
  that apply
• centrality of the school development plan
• value of school-based protocols
• importance of the reviewers role
• a new process, needing careful introduction
• sources of further information, guidance and
  support

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45 minutes
Timer
40
SESSION 3

• Initiating, implementing and sustaining PRSD in
  the school

Key documents that will be referenced during this
session PRSD Scheme (located in Handbook
Appendix I) PRSD Guidance issued by Employing
Authority (located in Handbook Appendix
II) RTU PRSD Workbook for this conference
41
Roles and Responsibilities
Session 3

• Employing Authorities (Handbook 6.1)
• Advisory and Co-ordinating Group (Scheme 1.5)
• Boards of Governors (Handbook 6.2)
• Governor Reviewers (Handbook 6.2)
• External Advisers (Handbook 6.3)
• Principals (Handbook 6.4)
• Reviewers (Handbook 8 and 9)
• Reviewees (Handbook 6.5)

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Principal - Roles and Responsibilities
Session 3

• Assisting the Board of Governors to prepare and
  implement a performance review policy (PRSD
  Scheme 1.2)
• ensure the professional development and
  performance of teachers is reviewed annually in
  accordance with the scheme (PRSD Scheme 1.3)
• Acting as a reviewer (PRSD Scheme 3.1)
• Assigning reviewers (PRSD Scheme 3.1)
• Being a reviewee (PRSD Scheme 3.2) - This will be
  dealt with in more detail at the governor
  reviewer conferences

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Principal - Roles and Responsibilities
Session 3

• Coordinating the annex to the review statements
  for the purposes of planning/providing the TD of
  teachers (PRSD Scheme 5.4)
• To ensure that the scheme is operated equitably
  and fairly for all (PRSD Scheme 8.1)
• Establishing links between PRSD and other
  policies and prcedures
• Co-operating with any quality assurance or
  external monitoring procedures (PRSD Scheme 9.1)
• Provide school based training on PRSD for
  teachers in their school similar to the
  Threshold model of school-based training

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School Policy
Session 3

• duty of Board of Governors to prepare (PRSD
  Scheme 1.2)
• in consultation with teachers (PRSD Scheme 1.2)
• Model School Policy
• Some suggestions
• Keep to the requirements of the scheme and
  guidance information from the Employing Authority
• Conform to existing arrangements for consultation
  within your school
• Present to Governors for formal adoption

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School Development Plan
Session 3

• the schools development plan is central to the
  effectiveness of PRSD in each school
• the school development plan is frequently
  referred to throughout the scheme involving the
  Board of Governors, principal and teachers
• the objectives for principals and teachers must
  relate to the school development plan (PRSD
  Scheme 4.2 4.4)
• training and development needs identified through
  the scheme are reflected in the school
  development plan (PRSD Scheme 1.4)

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Assigning Reviewers
Session 3

• Boards of Governors designate a minimum of two
  reviewers to review the principal (PRSD Scheme
  3.2)
• principal designates the reviewer of a teacher
  (PRSD Scheme 3.1)
• wherever possible the reviewer should have
  curricular responsibility for the teacher (PRSD
  Scheme 3.1)

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Code of Practice
Session 3

• collection of information other than observation
  (PRSD Scheme 4.6)

Reference PRSD Handbook Appendix III
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Equal Opportunities
Session 3

• this scheme shall operate fairly and equitably
  for all (PRSD Scheme 8.1)
• used positively to promote equality of
  opportunity (PRSD Scheme 8.2)
• this scheme shall comply with equality
  legislation in Northern Ireland (PRSD Scheme 8.3)
  

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Links to other school plans/policies/procedures

• Development plan
• Staff development plan
• Salary Policy
• Grievance Policy
• Equal Opportunity policy

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Quality assurance and external monitoring
Session 3

• Board Of Governors and principal required to
  comply with any QA and external monitoring
  procedures (PRSD Scheme 9.1)

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PRSD Scheme
High Performance Culture
School PRSD Policy and procedures
initiating
implementing
sustaining
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Workshop 5 (task 1)
Session 3

• Schools level of readiness
• Time - 20 minutes

Reference Conference Workbook Page 29
Timer
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Workshop 5 (tasks 2 3)

• What happens next, Checklist to guide action
• Time 25 minutes

Reference Conference Workbook Page 32
Timer
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Session 4
Conclusion

• Conclusion

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School based training
Session 3

• Exceptional closure day for training teachers
• Similar to the Threshold model of In-school
  training
• Possible format
• Why we are doing it
• What it involves
• How it will be done
• After the training day, issues for further
  attention, eg timetabling arrangements, data
  availability, reviewee development, record
  keeping, etc

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Resources

• Implementation timeline (end of workbook)
• School based PRSD professional development
  resources
• A resource pack available through RTU website
  (available from mid-March)
• Developing reviewer capability to support PRSD
  (an on-line programme available from mid- March)

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Preparations
Session 3

• recognise that while it is a new process, there
  are important foundations - SDPR Threshold
• similar processes for other policies may already
  exist in your school
• EPD / PQH(NI) / SDPR / Threshold / IiP / Teacher
  Induction
• IEPs / Education Maintenance Allowances EMAs /
  pupil target setting, etc
• consider evidence based school research and
  findings and their implications for school
  leaders in implementing PRSD

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A Review of Expected Outcomes
Conclusion

• This conference set out to
• show you how PRSD fits into the wider educational
  picture
• explain what PRSD offers schools
• provide an overview of the annual review cycle
• explore the implications of the scheme for
  principals and teachers
• give you time to consider the schemes most
  important elements
• help you put a performance review process in
  place in your school
• provide resources for supporting school based
  training for teachers

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Before You Go
Conclusion

• travel claim forms
• evaluation forms
• sub-cover claims
• sources of further support - www.rtuni.org

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• Thank-you

Conclusion