Best practice in quality management: Managing staff performance reviews - Jo Watson
Transcript of Best practice in quality management: Managing staff performance reviews - Jo Watson
Speed sharing
1. 2 mins – 1 minute each
2. Name, country, LEC, number of
teachers, number of sites, your
role
3. Move on to the next person
when you hear the bell
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Performance management is: ‘a means of helping teachers and other staff develop and use their competences fully in their work, in line with LEC aims and the needs of learners and clients’.
Performance management
HRM function • Elements
• Appraisal/review
• Observations
• Discipline
• Professional development
• Delegation
• Motivation
• Collaboration
• Participation
• Arbitration
• Legislation
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Quality Assurance
• Range of formal procedures
• Regular lesson observation with feedback
• Procedures for setting up observations
• Coherence – observations and internal teacher training and development
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Typical model
• One formal meeting
per year
• Questionnaire
before and during
• Feedback
• Action plan
Question:
Is this enough
• The same
BUT
• Twice or three times
per year
Question:
Is this enough?
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Product delivery Back office/Admin –
Product information
Management -
quality of product
Teachers Support staff Owner/DOS/ADOS
etc.
In classrooms
Behind closed doors
Behaviour seen, for
the most part, only
by learners
In office/reception
In offices with other
staff/on view for
parents, clients,
learners etc.
Behaviour seen and
heard, on a regular
basis, by colleagues,
clients, parents etc.
In office (open
door?)
In office/sometimes
with other staff
Behaviour mainly
seen and heard by
back office/admin,
clients etc.
Another model
360 degree feedback:
• Feedback not only top
down
• Goes in all directions
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Pros & Cons
• Greater employee
involvement
• Greater interest in
feedback
• Improved
communication
• Steps toward
cultural change
• Negative response
to negative
feedback
• Defensiveness and
denial
• Conflicting ratings
• Increased
expectations
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Yet another model
• Teacher portfolio – illustrate work
• Things learned
• Lessons taught
• Materials used
• Professional development
N.B An ongoing process of continuous
self-reflection and review
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Case Study
• In 2s/3s
• Read the case study
• Discuss – would this work in your
organisation? If yes – how? If no
- why not?
• Would the EPG fit in with this
model?
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http://egrid.epg-project.eu/en
Self-help guide
• Session 1 stage 2
• Discuss and prepare short
feedback
• Session 2 –go through the
questions, discuss and prepare
feedback
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Points to remember
• Regular!
• Clear communication
• Involve staff
• Consider language used (verbal and non-verbal) - no absolutes!
• Recognize achievement
• Record and re-visit
• Encourage
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Bibliography
• From Teacher to Manager: R. White, A. Hockley, J. van der Horst Jansen, M. S. Laughner; CUP 2008
• Total Quality Management: John Bank; 2nd Edition; Prentice Hall 2000
• Managing and Appraising Staff: Eaquals Self-Help Guide; Jo Raskin 2011
• www.businesballs.com
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