Howard Primary School

Performance Management Policy

(Non-Teaching Staff)

Howard Primary School is committed to performance management as a means of developing all

staff and thereby raising standards of achievement for all children. This Policy builds upon the
school’s effective Performance Excellence Framework (attached).

At Howard Primary School, we believe that performance management should set a framework
within which all staff can be supported in the management of their own development within the
context of their current job, the school’s development plan and their own professional aspirations.
The key elements of this framework are reviewing performance, agreeing priorities and
objectives, undertaking developmental activities and monitoring progress towards objectives.

Consistency of treatment and fairness

The Governing Body is committed to ensuring consistency of treatment and fairness in the
operation of performance management. The Head Teacher will be the appraiser for all non-
teaching staff. The Governing Body is committed to ensuring that the performance management
process is fair and non-discriminatory on the grounds of Race, Sex, Sexual orientation, Disability,
Religion and belief, Age, Part-time contracts and Trade union membership.

Appraisal form
An outline appraisal form is attached to this Policy as a guide for use by the Head Teacher who
will agree any significant variation with the HR Committee of the Governing Body.

Objective setting
The objectives set will be SMART:
• Specific – precise about what needs to be achieved
• Measurable – quantifiable as to agreed outcome
• Achievable – realistic given the prevailing conditions, time period and resources
allocated
• Relevant – the objective must support the wider strategies of the school
• Time-framed – clearly stated as to when the objective should be completed

The objectives will be equitable in relation to staff with similar roles/responsibilities and
experience. The appraiser and appraisee will seek to agree the objectives but where a joint
determination cannot be made the appraiser will make the determination.

Though performance management is an assessment of overall performance of staff, specific

objectives cannot cover the full range of roles/responsibilities undertaken, rather they will focus
on the priorities for an individual for the cycle.

Reviewing Progress
At the end of the cycle, assessment of performance against an objective will be on the basis of the
performance criteria set at the beginning of the cycle. Good progress towards the achievement of
a challenging objective, even if the performance criteria have not been met in full, will be
assessed fairly.

Confidentiality
The whole performance management process and the statements generated under it, will be
treated with strict confidentiality at all times. The appraiser and the appraisee will each keep one
copy of the documentation.

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Training and support

The Governing Body will ensure in the budget planning that, as far as possible, appropriate
resources are made available in the school budget for any training and support agreed for staff.

With regard to the provision of CPD in the case of competing demands on the school budget, a
decision on relative priority will be taken with regard to the extent to which: (a) the CPD
identified is essential for an appraisee to meet their objectives; and (b) the extent to which the
training and support will help the school to achieve its priorities. The school’s priorities will have
precedence. Staff should not be held accountable for failing to make good progress towards
meeting their performance criteria where the support recorded in the planning statement has not
been provided.

The Performance Management Cycle

The performance of non-teaching staff will, like teachers, be reviewed on an annual basis. The
planning meetings being held in term 1 and interim reviews and final reviews taking place in
terms 2 and 3.

Monitoring and evaluation

The Governing Body will monitor the operation and outcomes of performance management
arrangements. The head teacher will provide the HR Committee of the Governing Body with a
report on the operation of the school’s performance management policy annually. The report will
not contain any information which would enable any individual to be identified. The report will
include:
• the operation of the performance management policy;
• the effectiveness of the school’s performance management procedures;
• non-teaching staffs’ training and development needs.

Signed by:

Chair of Governors: .................................……………… Date: ..............................…….

Head Teacher: ............................................. ………........ Date: ….............................….

Agreed at the Governing Body Meeting on: ....................

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Performance Appraisal Form – Non Teaching Staff

Name:
Role: Period of appraisal
Appraisal Date: From:
Length of service: To:
Appraiser:

Part A Appraisee to complete before the appraisal meeting and return to Appraiser by:
……………………..

A1 State your understanding of your main duties and responsibilities:

A2 How do you feel you have performed this year and why?

A3 What do you consider to be your most important achievements of the past year?

A3 What elements of your job interest you most, and least?

A4 What elements of your job do you find most difficult?

A5 What do you consider to be the most important aims and tasks for you in the next year?

A6 What action could be taken, by your and by the school, to improve your performance?

A7 What kind of work or job would you like to be doing in 1/2/5 years time?

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A8 List the objectives agreed for the past 12 months; record how you felt you achieved against each
objective.
Target Completion
Objective Appraisee’s Actions
date Date
1.

2.

3.

Part B To be completed by the Appraiser

B1. Is the Appraisee’s understanding of the role accurate? Record any amendments necessary; refer to the
job description on file; clarify misunderstandings and confirm priorities.

B2. How has the Appraisee performed this year? Record any pertinent specific evidence.

B3. Record the achievement against each objective.

Objective Target Assessment of achievement
date
1.

2.

3.

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B4. Record any agreed training and development needs and proposed actions for the coming period.

B5. Agreed objectives for the coming period.

Objective Target Date
1.

2.

3.

Signed and dated by Appraisee: Signed and dated by Appraiser:

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Performance Excellence Framework

Performance management, strategy

and budgetary monitoring. What we are supposed to do and for
whom.
• Performance appraisals
• Pupil progress, RaiseOnline • Vision
• School Aims
• Financial results
• Ofsted, Audit reviews
• Action programmes How We
Measure Who We
Progress Are

Communication

What we are doing, how and what it

Our performance objectives and how How We What We costs.
they fit into the overall strategy. Get There Do
• Job descriptions
• Action programmes • Curriculum
• Training • Costs

Where We
Are Going

Understanding our environment, how it is

changing and where we should head.
• Strategic Direction, Development &
Improvement Plan
• School policies

Howard Primary School Performance Management 2010