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1、绩效考核 PM(绩效管理英文文献)绩效考核 PM(绩效管理英文文献) PERFORMANCE MANAGEMENT POLICY PERFORMANCE MANAGEMENT POLICY The Governing Body of Homerton Childrens Centre adoptedThe Governing Body of Homerton Childrens Centre adopted this performance management policy on 31 October 2007.this performance management policy on 31
2、 October 2007. APPLICATION OF THE POLICYAPPLICATION OF THE POLICY The policy applies to the head teacher and to all teachers employed by the school except teachers on contracts of less than one term, those undergoing induction (ie NQTs) and those who are the subject of capability procedures. PURPOSE
3、PURPOSE This policy sets out the framework for a clear and consistent assessment of the overall performance of teachers and the head teacher and for supporting their development needs within the context of the schools improvement plan and their own professional needs. Where teachers are eligible for
4、 pay progression, the assessment of performance throughout the cycle against the performance criteria specified in the statement will be the basis on which the recommendation is made by the reviewer. This policy should be read in conjunction with the schools pay policy which provides details of the
5、arrangements relating to teachers pay in accordance with the School Teachers Pay and Conditions Document. LINKS TO SCHOOL IMPROVEMENT, SCHOOL SELF EVALUATION AND SCHOOL DEVELOPMENT PLANNING LINKS TO SCHOOL IMPROVEMENT, SCHOOL SELF EVALUATION AND SCHOOL DEVELOPMENT PLANNING To comply with the require
6、ment to show how the arrangements for performance management link with those for school improvement, school self-evaluation and school development planning and to minimise workload and bureaucracy the performance management process will be the main source of information as appropriate for school sel
7、f-evaluation and the wider school improvement process. Similarly, the school improvement and development plan and the schools self evaluation form are key documents for the performance management process. All reviewers are expected to explore the alignment of reviewees objectives with the schools pr
8、iorities and plans. The objectives should also reflect reviewees professional aspirations. CONSISTENCY OF TREATMENT AND FAIRNESSCONSISTENCY OF TREATMENT AND FAIRNESS The Governing Body is committed to ensuring consistency of treatment and fairness in the operation of performance management. To ensur
9、e this the following provisions are made in relation to moderation, quality assurance and objective setting. Quality assuranceQuality assurance The head teacher has determined that she will delegate the reviewer role for some or all teachers for whom she is not the line manager. In these circumstanc
10、es the head teacher will moderate all the planning statements to check that the plans recorded in the statements of teachers at the school: are consistent between those who have similar experience and similar levels of responsibility comply with the schools performance management policy, the regulat
11、ions and the requirements of equality legislation The Governing Body will review the quality assurance processes when the performance policy is reviewed. OBJECTIVE SETTINGOBJECTIVE SETTING The objectives set will be rigorous, challenging, achievable, time-bound, fair and equitable in relation to tea
12、chers with similar roles/responsibilities and experience, and will have regard to what can reasonably be expected of any teacher in that position given the desirability of the reviewee being able to achieve a satisfactory balance between the time required to discharge his professional duties and the
13、 time required to pursue his personal interests outside work, consistent with the schools strategy for bringing downward pressure on working hours. They shall also take account of the teachers professional aspirations and any relevant pay progression criteria. They should be such that, if they are a
14、chieved, they will contribute to improving the progress of children at the school. The reviewer and reviewee will seek to agree the objectives but where a joint determination cannot be made the reviewer will make the determination. In this school: all teachers, including the head teacher, will have
15、no more than 3 objectives teachers, including the head teacher, will not necessarily all have the same number of objectives all teachers, including the head teacher, will have a whole school objective Though performance management is an assessment of overall performance of teachers and the head teac
16、her, objectives cannot cover the full range of a teachers roles/responsibilities. Objectives will, therefore, focus on the priorities for an individual for the cycle. At the review stage it will be assumed that those aspects of a teachers roles/responsibilities not covered by the objectives or any amendment to the statement which may have been necessary in accordance with the provisions of the regulations have been carried out satisfactorily. Reviewing ProgressReviewing Progress At the en
