effective performance management of upper pay scale and ......charles handy ‘inside...
TRANSCRIPT
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Effective Performance Management of Long-Serving and UPS Staff
Effective Performance Management of Upper Pay Scale
and Long-term Staff
www.ascl.org.uk
Richard Bird
Association of School and College Leaders
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Effective Performance Management of Long-Serving and UPS Staff
Start Point
‘Who holds that if way to the Better there be it exacts a full
www.ascl.org.uk
‘Who holds that if way to the Better there be it exacts a full
look at the Worst.’
Thomas Hardy
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Effective Performance Management of Long-Serving and UPS Staff
Outline
• Intentions of the introduction of Appraisal and Upper Pay
Spine
www.ascl.org.uk
• Specific Problems with Regard to Upper Pay Spine/Long-
Serving Staff
• Tackling the Problems and Seizing the Opportunities
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Effective Performance Management of Long-Serving and UPS Staff
Context
• Review of teacher standards – Basic; ‘Master’ Teacher
already out; others to come
www.ascl.org.uk
• Consultation on Performance Management – New
framework expected.
• ‘Factors contributing to the referral and non-referral of
incompetence cases to the GTC’ (National Centre for
Social Research)
www.gtce.org.uk/documents/.../competence_referrals0210.
pdf
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Effective Performance Management of Long-Serving and UPS Staff
Purposes -Appraisal
• Appraisal should be about giving teachers the help and
encouragement they need to be the best they can be
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encouragement they need to be the best they can be
• Appraisal was introduced to overcome the feeling that ‘in
forty years no one has ever seen my work or praised me’:
• To encourage improvement through professional
discussion and identifying support for self-improvement
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Effective Performance Management of Long-Serving and UPS Staff
UPS/Long serving staff
• UPS is recognition of the superior contribution that staff,
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• UPS is recognition of the superior contribution that staff,
who have consistently grown professionally since they
started teaching, can make to a school; even though they
do not hold a management post
• That contribution is more than just their teaching
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Effective Performance Management of Long-Serving and UPS Staff
From Ideal to Reality
• If the intentions of performance management and UPS are
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• If the intentions of performance management and UPS are
to be met, then the culture of the school has to be one of
continuous improvement of all staff for the benefit of the
children
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Effective Performance Management of Long-Serving and UPS Staff
Punitive Approach
• ‘Hospital staff and teachers need ‘fear of job loss and real
discipline’ says Letwin’
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• Compliance not mutual desire for improvement
But understandable where there is:
• ‘provider capture’;
• ‘self-employed syndrome’; or
• complacency/ ‘what can you expect?’
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Effective Performance Management of Long-Serving and UPS Staff
Conflict
• Can we marry punitive and positive approaches?
• Concept of ‘supervision’ as much as performance
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• Concept of ‘supervision’ as much as performance
management (Munro):
‘ the few supervision opportunities they do get are dominated
by a managerial need to focus on performance…This
leaves little time for thoughtful consideration of what is
happening in the lives of children and their families.’
• Lesson for schools as well
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Effective Performance Management of Long-Serving and UPS Staff
Distinguishing Activities
Implied in proposed abolition of the ‘informal stage’:
• Appraisal: professional discussion for continuous
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• Appraisal: professional discussion for continuous
improvement
• Performance management: working together to raise to
required level of performance
• Capability: ‘If you can’t change the people; change the
people.
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Effective Performance Management of Long-Serving and UPS Staff
Specific Issues with UPS Staff
• Burnout
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• Age related weaknesses: resilience? fatigue? inflexibility?
• Lack of role/authority in heavily managed system
• Premature retirement in post…
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Effective Performance Management of Long-Serving and UPS Staff
Role
• Master Teachers are regarded as outstanding by
www.ascl.org.uk
• Master Teachers are regarded as outstanding by
colleagues and fellow teachers, who want to learn from
them. They happily play a role in the development of school
policies and in the professional life of the school, including
co-operating with colleagues on pastoral and other pupil-
related matters.
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Effective Performance Management of Long-Serving and UPS Staff
Craft
• They are analytical in evaluating and developing their own
craft and knowledge, making full use of continuing
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craft and knowledge, making full use of continuing
professional development.
• They eschew complacency.
• They recognise the vital importance of out-of-school and
extra-curricular activities, both academically and personally,
and play a leading role here and in the wider life of the
school.
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Effective Performance Management of Long-Serving and UPS Staff
Professional
• Master teachers are open in the giving and receiving of
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• Master teachers are open in the giving and receiving of
professional advice, which may include coaching or
mentoring colleagues and younger teachers. They work to
significant effect with other adults in ensuring high quality
education for the pupils they serve.
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Effective Performance Management of Long-Serving and UPS Staff
Abolition of the Default Retirement Age
• May be a non-event
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• If not , the issue of effective performance management
becomes critical
• Need to envisage the use of future planning procedures
applying to all staff
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Effective Performance Management of Long-Serving and UPS Staff
‘All armed prophets have conquered, and the unarmed ones
have been destroyed’ Machiavelli ‘Il Principe’
• Political origins of the UPS deprived it of rigour and
credibility
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credibility
• Trades Union pressure to achieve automatic movement up
the spine and limit definition
• No step down procedure – all or nothing
• Fundamental and persistent weakness in middle
management
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Effective Performance Management of Long-Serving and UPS Staff
People Organisations
‘Management is not only lower in status, but has few, if any,
formal means of control over the professionals…..
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In other words, a person organisation is very difficult to run in
any ordinary way. The professionals have to be held on a
very light rein; they can be persuaded but not commanded,
influenced, cajoled or bargained with but not managed.’
Charles Handy ‘Inside Organisations.’’
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Effective Performance Management of Long-Serving and UPS Staff
Not just herding cats…
• What carrot if progress is automatic?
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• What carrot if progress is automatic?
• What stick if progress is delegated to those who cannot
manage?
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Effective Performance Management of Long-Serving and UPS Staff
Changes Proposed
Positive – abolition of limitations in management action: e.g.
the 3 hour limit on observations
Positive – new standards and explicit reference to them (not
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just internal standards)
Neutral – Knit your own Policy and Procedures
Negative – uncertainty over separate UPS standard: system
fragmentation and lack of consistency when recruiting senior
staff?
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Effective Performance Management of Long-Serving and UPS Staff
Autonomy and National Standards?
• ‘It is right that, in each case, the headteacher should have
the freedom to apply the standards in a way that is
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consistent with the needs and circumstances of his or her
school.’
• ‘Both assessments, however, will be made in the context of
a nationally recognised framework of standards which
define the baseline expectations for every teacher’s
performance.’
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Effective Performance Management of Long-Serving and UPS Staff
The Task
• ‘head teachers (or appraisers) will assess qualified
teachers against the standards to a level that is consistent
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with what should reasonably be expected of a teacher in
the relevant role and at the relevant stage of their career
(whether a Newly-Qualified Teacher (NQT), mid-career
teacher, or a more experienced practitioner). The
professional judgement of head teachers and appraisers
will therefore be central to appraisal against these
standards.’
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Effective Performance Management of Long-Serving and UPS Staff
Essential Steps
School definition of what is expected: base it on the standard
This gives the foundation for all other steps
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• Clarify when recruiting what this means
• Clarify that this is the standard of capability that UPS staff
are expected to meet
Create a clear and focused CPD programme to support
improvement
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Effective Performance Management of Long-Serving and UPS Staff
Middle Management
• Leadership can create the culture but management creates
performance
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performance
• Middle managers need far more investment in training for
management than schools have traditionally given
• The role of the middle manager is that of the guarantor of
quality as well as leadership
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Effective Performance Management of Long-Serving and UPS Staff
Middle Managers
• Duties in performance management must be crystal clear –
policy must make it clear that performance management is
continuous and appraisal is a summative process, not a
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continuous and appraisal is a summative process, not a
single event
• Effective moderation of judgement is essential to ensure
validity and reliability
• Failure in performance management is failure in the post
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Effective Performance Management of Long-Serving and UPS Staff
Content of Middle Management Training
Skills
• Observation
• Accurate Judgement
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• Accurate Judgement
• Professional discussion: ‘adult/child/adult’
Attributes:
• Resolution
• Assertiveness
Without these: ineffectiveness or bullying
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Effective Performance Management of Long-Serving and UPS Staff
Guidance for Middle Managers
The questions to be pursued in performance management
are:
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• Results – needs serious training: e.g. in statistical variation
• Improvement and its drivers
• Contribution to the wider school – includes support for
policy and leadership – in relation to the standards
• Target setting that is about outcomes
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Effective Performance Management of Long-Serving and UPS Staff
School Needs
• Reliable sources of independent judgement
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• Good HR advice leading to a clear and definite capability
policy
• Willingness to change the people – embraced by Senior
Leaders and Governors
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Effective Performance Management of Long-Serving and UPS Staff
Embrace the Positive
Compliance is the lowest form of cooperation and only by
rising above it can we achieve the best results
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Teachers are idealists; we need to appeal to their ideals and
vision
Wisdom is something deeply valuable if it is there
Experience is something even without wisdom – ‘We tried
that and it didn’t work…’ ‘Why?’
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Effective Performance Management of Long-Serving and UPS Staff
Role
• Master Teachers are regarded as outstanding by
www.ascl.org.uk
• Master Teachers are regarded as outstanding by
colleagues and fellow teachers, who want to learn from
them. They happily play a role in the development of school
policies and in the professional life of the school, including
co-operating with colleagues on pastoral and other pupil-
related matters.