Performance Reviews

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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/coordinato
  rs 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
  SSOs 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 DET
  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 SSOs and reviewers of the process
  and timelines via letter
• Distributes performance development documents
  to SSOs

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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 reviewers 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 SSOs within the SSO ATF
• SSOs 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 Coordinators 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 Coordinators 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 Coordinators Role

• Complete the appropriate reviewers 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?