Performance management and CPD_1781

ghdhair100 · Wysłany: Sob 3:03, 12 Mar 2011

Performance management and CPD
A lot has been written about CPD in the past few months, somewhat less about performance management and even less about links between the two. Having applied jointly for a 20-day secondment to study this, our initial hypothesis was that there was a strong link between performance management and CPD and school improvement. We wanted to investigate this by reading and research, by attending courses on performance management and by visits to schools where we thought there may be good practice. The Ofsted report on Performance Management (November 2001) included three interesting findings : (i) in half the schools surveyed, the linkage with CPD was one of the weakest features of performance management (ii) where consideration had been given to value for money, performance management allowed heads to evaluate where time and support needed to be given, and to target developmental needs of individual teachers more accurately(iii) training plans needed to be more detailed and more realistic.Our visits to schools tended to agree with these conclusions, although clear improvements were apparent. Schools have different cycles and varying numbers of milestones. In several schools the objectives were monitored by the head and returned to staff if they were thought unsuitable. The use of Inset days for work connected to performance management was rare. It was common for all members of a team to have one joint objective. Some review statements were very detailed. The amount of guidance at the start of the process varied greatly. In one LEA there was extensive use of frameworks and professional development records. All schools cited an increase in coaching and mentoring. Links to the school improvement plan were sometimes clearly cross-referenced. There was clear evidence of shared objectives set by top management. One school used a commercial e-package.EvaluationOur hypothesis seemed to be true, though there was great variety in practice. Thinking about our own schools we recognised that we could make improvements by: giving further training to team-leaders achieving more consistency in objective-setting doing more work on the system for support staff linking classroom observations more closely to PM objectives using a new review proforma which includes impact and evidence.Possible future workAreas still to explore include: the use of the Teacher Learning Academy coaching and mentoring the 20-point check-list for PM processes (light-touch validation).Questions we asked on our school visits What linkage is there between performance management and CPD in your school? Do you offer specific guidance on setting professional development objectives? Do CPD needs come to light via lesson observations? Do members of specific teams ever have common objectives? Does coaching and mentoring have any role to play within performance management? How does performance management link to school improvement? Is Impact measured at all? Do you have performance management for support staff? If so, what is the difference between this and your scheme for teachers? What are the strengths and weaknesses of performance management in your school? Does performance management have any effect on the five Inset days that all schools have?
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