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Performance and Development
Teacher Librarian Network
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Application to you in your role
What do you hope will be different for you?
What is one thing you will do next week as
a result of what you see, hear and feel
today?
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‘performance’
• Performance is a neutral term
• Deficit Model
• Focus on Development
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Performance Management
Planning Performance
Managing Performance
Reviewing Performance
Rewarding Performance
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Performance Management
RoleSchool Goals
Individual Goals
Skills & CapabilitiesProfessional Dev.
Formal StudyMentoring/ Coaching
Getting and Receiving Feedback
Professional Conversations
Formal Reviews
Performance PayGathering valid,
sufficient, current and authentic evidence
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Diminished Performance3 or 5 Year Appraisal Annual Cycle
5 YR APPRAISAL PROCESS• Appreciative Inquiry Process• Celebrate the successes
PROFESSIONAL RENEWAL• Commendations &
Recommendations from Appraisal
REFLECTIVE PRACTICE• Appreciative Inquiry Process
• Gibbs Model
Performance Management Model
UNDER PERFORMANCE• Performance Conversation• Diminished Performance
Process
FORMAL FEEDBACK• Delivery Processes• Feedback Design
FORMAL FEEDBACK• Delivery Processes• Feedback Design
GOAL SETTING• ISMART Goals• Goal Structure
FORMAL FEEDBACK• Delivery Processes• Feedback Design
REFLECTIVE PRACTICE• Appreciative Inquiry Process
• Gibbs Model
ANNUAL REVIEW of PROFESSIONAL LEARNING PLAN
• Appreciative Inquiry Process• Celebrate the successes
ROLE CLARIFICATION• Induction Process
INFORMAL FEEDBACK• Feedback Design
PROFESSIONAL LEARNING PLAN• PD aligned with Goals
• Professional Learning Communities
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Consistent across BCEStrengths- Based ProcessKey Components
◦Goal Setting◦Professional Learning Plan◦Annual Review ◦Appraisal Process
STRUCTURE of P&DP
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ADVERTISING & INTERVIEWING
• Role Description• Specific Strengths sought
ORIENTATION & INDUCTION
· Role Clarification· Making Connections
REFLECTIVE PRACTICE• Role Statement• Section Annual Goals• Past Practice & Reviews
GOAL SETTING• ISMART Goals• Strength• Developmental• Career
PROFESSIONAL LEARNING PLAN• Goals / Strategies /
Outcomes • Professional Learning Details• Monitoring &Review
Strategies
REVIEW OF PROFESSIONAL LEARNING PLAN• Mid Year / Annual Review• Specific Project Reports
Performance & Development
Dynamic
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What is this job and why do I want it?
How does this organisation work and
how do I fit into it? What do I need to know?
When I think about my role & the Directorate
and Section Plans where I work, how am I going ?
What’s expected of me in my role? Where do I want to go next and
when do I want to get there?
What strategies and professional learning will
help me achieve my goals?
How am I/we going? Am I on track? What
unexpected interruptions have I had to manage?
When thinking about my goals and professional learning , what did I do well? What can I build on? What might I do differently next time?
Performance & Development
Dynamic
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Role Clarification
• Teacher Role – base role• Specific Functions and Duties - Teacher Librarians• School Specific Duties
• Seek clarity in your role and the expectations of the role:-• Role holder• Leadership• Staff• Students• Parent community
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Role Clarification
When you consider the work you do at school:-
– What are the four most important duties you carry out in the school as Teacher Librarian?
– What is your greatest strength as a Teacher Librarian?
– Have you developed goals in any of these areas?
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ADVERTISING & INTERVIEWING
• Role Description• Specific Strengths sought
ORIENTATION & INDUCTION
· Role Clarification· Making Connections
REFLECTIVE PRACTICE• Role Statement• Section Annual Goals• Past Practice & Reviews
GOAL SETTING• ISMART Goals• Strength• Developmental• Career
PROFESSIONAL LEARNING PLAN• Goals / Strategies /
Outcomes • Professional Learning Details• Monitoring &Review
Strategies
REVIEW OF PROFESSIONAL LEARNING PLAN• Mid Year / Annual Review• Specific Project Reports
P & D DYNAMIC
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Reflection on Practice
• Organise thoughts • Make sense of work events• Engage in ongoing professional inquiry• Supports Professional Conversations• Guides development of Professional Goals• Guides Professional Development• Promotes Professional Collaboration
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Reflection on practiceDESCRIPTION
• What happened?
FEELINGSWhat were you
thinking and feeling?
EVALUATION• What was good
and not so good about the
experience?
ANALYSIS• What sense can
you make of the situation?
CONCLUSION• What else could
you have done?
ACTION PLAN• If it arose again
what would you do differently?
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ADVERTISING & INTERVIEWING
• Role Description• Specific Strengths sought
ORIENTATION & INDUCTION
· Role Clarification· Making Connections
REFLECTIVE PRACTICE• Role Statement• Section Annual Goals• Past Practice & Reviews
GOAL SETTING• ISMART Goals• Strength• Developmental• Career
PROFESSIONAL LEARNING PLAN• Goals / Strategies /
Outcomes • Professional Learning Details• Monitoring &Review
Strategies
REVIEW OF PROFESSIONAL LEARNING PLAN• Mid Year / Annual Review• Specific Project Reports
P & D DYNAMIC
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JUST 3 GOALS...
• Strength Based Goal
• Developmental Goal
• Career Goal
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GOAL SETTING• I ... inspirational• S ... specific• M ...measureable• A ... achievable• R ... realistic• T ... time-bound
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I.S.M.A.R.T GoalsInspiring Taps into our inner aspirations and needs – often about the
feelings and energy associated with goal.
Specific have clarity and focus around what needs to be achieved. Avoid being vague and not exact.
Measurable Assists with goal achievement, ongoing support and accountability. What will it look like when it is achieved?
Achievable Consider resources – time and money. Can this be achieved?
Realistic Consider ability and commitment. Do you have the necessary knowledge, skills and commitment to do this? Sustainability?
Timebound This gives goals a sense of urgency and a healthy degree of pressure. If you don’t schedule it –it won’t happen.
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Critique Your Goals • Typical sloppy goal…– I will become familiar with the new Australian
Curriculum.• Is it....
• I: Totally uninspiring ! Is there good energy around this?• S: What does ‘familiar with’ or ‘ new Australian curriculum ’
mean...specifically? • M: How is familiarity measured? How will you know if you
have achieved your goal?• A: Can I realistically become familiar with the whole new
curriculum? Is this practical?• R: Uncertain about ability, capability or time commitment
required? Does it fit with the School Annual goals?• T: No timeline or date.
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Critique Your Goals
• Reworked goal...
–BY November 2011
– I WILL HAVE learnt more about the Reading Strand of the new Australian Curriculum
– SO THAT I can more effectively support teachers through collaborative planning and teaching
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Don’t Rewrite Your Role As A Goal
• Typical ‘role rewrite’ goal…– I will develop and manage a supportive information rich
environment.
• More appropriate goal…– By September 2011,– I will have developed procedures and professional
development sessions for staff on accessing contemporary educational research
– So that staff can more easily use research data to inform their planning and teaching
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Try using these stems.....
• BY........
• I WILL................
• SO THAT............
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Critique Your Goals Check on Goal Setting...
–Actions – Can you see any actions for yourself?
–Clarity – is there a sense of clarity for you?
–Energy – do you have a sense of energy about moving forward with your goal?
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Reflecting on your own goals...
• Individually check your goals for:– Alignment with role, not a rewrite– Alignment with School Annual Plan– I.S.M.A.R.T. – Try using the writing stems (5mins: self-check)
• Partner – check each others goals– Clarity , Actions & Energy – When you say....what do you mean? (15 mins: partners)
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ADVERTISING & INTERVIEWING
• Role Description• Specific Strengths sought
ORIENTATION & INDUCTION
· Role Clarification· Making Connections
REFLECTIVE PRACTICE• Role Statement• Section Annual Goals• Past Practice & Reviews
GOAL SETTING• ISMART Goals• Strength• Developmental• Career
PROFESSIONAL LEARNING PLAN• Goals / Strategies /
Outcomes • Professional Learning Details• Monitoring &Review
Strategies
REVIEW OF PROFESSIONAL LEARNING PLAN• Mid Year / Annual Review• Specific Project Reports
P & D DYNAMIC
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PROFESSIONAL LEARNING PLAN• What employees want to achieve – ISMART goals
• Professional learning which will assist employees to achieve goals – QCT & National Standards
• Strategies and Resources
• Evaluation
• Key document for Mid Year / Annual Review
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ADVERTISING & INTERVIEWING
• Role Description• Specific Strengths sought
ORIENTATION & INDUCTION
· Role Clarification· Making Connections
REFLECTIVE PRACTICE• Role Statement• Section Annual Goals• Past Practice & Reviews
GOAL SETTING• ISMART Goals• Strength• Developmental• Career
PROFESSIONAL LEARNING PLAN• Goals / Strategies /
Outcomes • Professional Learning Details• Monitoring &Review
Strategies
REVIEW OF PROFESSIONAL LEARNING PLAN• Mid Year / Annual Review• Specific Project Reports
P & D DYNAMIC
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Mid –Year & Annual Review
Consider......• School Annual Goals
• Individual Goals
• Role Description ~ Key Result Areas
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Mid –Year Review
• Check for achievements against your annual goals• Discuss engagement with
Professional Learning• Performance Conversation to share
successes & raise challenges
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Annual Review• Discuss activities in your Key Result Areas
• Discuss success with Annual Goals
• Engagement with Professional Learning – how have you developed professionally
• Reflect on how your experience over the last 12 months will influence your Teaching
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Reviewing Professional Learning Plans
Appreciative Inquiry
Define
Discover
DreamDesign
Deliver
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Reviewing Professional Learning Plans
Appreciative Inquiry
Feedback for Teachers
Worked well & still is
working?
Build on?
Might Be Possible?
DoDifferently?What Plans?
Action
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Reviewing Professional Learning Plans
Appreciative Inquiry
Feedback for Teachers
Worked well & still is
working?
Build on?
Might Be Possible?
DoDifferently?What Plans?
Action
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Reviewing Professional Learning Plans
Appreciative Inquiry
Feedback for Teachers
Worked well & still is
working?
Build on?
Might Be Possible?
DoDifferently?What Plans?
Action
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Reviewing Professional Learning Plans
Appreciative Inquiry
Feedback for Teachers
Worked well & still is
working?
Build on?
Might Be Possible?
DoDifferently?What Plans?
Action
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Feedback – Nature & Process◦ Be transparent. Explain context and purpose◦ Describe observable data NO Judgements◦ Invite a response◦ Engage in conversation to understand reasons◦ Be open to new information, different perspective◦ Be clear about conclusions and future action◦ Put conversation ‘on hold’ if necessary◦ Follow up
Professional Learning - Feedback
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Understand your role responsibilities Reflect on your work regularly Use your role KRAs & School Annual Goals to
give direction to your goals Make your goals ISMART Link specific Professional learning to your goals Record goals and professional learning in a
Professional Learning Plan Review your goals using Appreciative Inquiry
model Consider Giving and Receiving Feedback
In Summary...
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Issues needing further discussion
Insights
Check – In ...