《Performance_Management(绩效管理英文文献)》.docVIP

PERFORMANCE MANAGEMENT POLICY The Governing Body of Homerton Children’s Centre adopted this performance management policy on 31 October 2007. APPLICATION 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 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 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 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 To comply with the requirement 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 self-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 priorities and plans. The objectives should also reflect reviewees professional aspirations. CONSISTENCY OF TREATMENT AND FAIRNESS The Governing Body is committed to ensuring consistency o