How robust is your school's current performance management process? Does it effectively address underperforming staff? Are middle leaders and line managers adequately trained for the challenging conversations that are so often required? Are staff clear about the transition to the capability procedure, where this is necessary and their responsibilities under the Sickness Absence Policy?
These are just some of the many questions arising from performance related pay, putting renewed pressure on heads and line managers who need the skills to conduct performance management with rigour and fairness. Appraisal meetings should be motivational whilst also holding difficult colleagues to account, and policies must be clear, transparent and supportive.
The course covers best practice in relevant policies, developing skills and confidence in target setting and the use of data, conflict management, and securing improvement. It will explore the transition from coaching to assertive line management, and from informal to formal procedures.
learn how to set meaningful objectives that have stretch and rigour
address negative attitudes, behaviours and underperformance
clarify the interface between informal and formal procedures and how to embark effectively on a formal process
meet their statutory obligations under The Equality Act 2010 in regard to performance related pay
This practical, one day course is suitable for headteachers, deputy headteachers, assistant headteachers, business leaders and aspiring leaders.