Performance Management

PERFORMANCE MANAGEMENT POLICY

St Stithians College recognises individual contributions made by its staff.  

The day to day performance of staff is monitored, managed and supported by line managers.  Our performance management policy sets out the framework for a clear, fair and consistent assessment of the overall performance of staff.  

The process will be supportive and developmental, to ensure that all staff have the skills and support they need to carry out their role effectively and to enable them to continue to improve their professional practice within the context of the school and overall College’s strategic plan and the professional standards expected of staff.   

Click here to view our performance management policy

PERFORMANCE MANAGEMENT HANDBOOK

Our approach to Talent and Growth at Saints is being developed in order to ensure that you are doing the right job at the right time in your career.

In order to do this, we have implemented a performance management system that will hopefully encourage you to both give and receive feedback in order to perform at your best and reach your full potential.

At key points during the year it is essential that there is dialogue between you and your line manager so that this can take place. These key talent management processes will support a culture of high performance and continuous feedback in order to increase your growth and development.

And view a copy of our staff Performance Management handbook , please click here. 

LINE MANAGERS HANDBOOK 

The effective management of employees is a key performance area of line managers. To this end they must recognise exceptional performance; identify opportunities to develop and grow employees; develop capacity and to effectively deal with poor performance.

The Head of each school and campus department is responsible for driving the performance management process and practice by ensuring that all managers enter into performance agreements with employees at the commencement of each performance cycle as well as the measurement of that performance against these agreements.

For more details on how to effectively conduct a performance discussion click here

TOOLS & TEMPLATES

In order for your annual performance review process to be meaningful, you need to ensure that you have an up to date job profile which will then be used to populate your performance contract.  For many roles we have created generic profiles but if you are needing assistance in updating your job profile or performance contract, please reach out to the HR team, who can assist you.

To view copies of the blank tools and templates please on the below.

• Job Profile

• Performance Contract and Review Document

• Performance Management in Schools 

360 DEGREE FEEDBACK

360 Degree Feedback is a system or process where you receive confidential, anonymous feedback from the people who you work with, which would include your line manager, your peers, and anyone who reports to you.  In some cases it would be appropriate to get input from your students as well.  Is is also important to do a self evaluation.

360 feedback surveys are a great way to get a better understanding of your strengths and weaknesses and what areas you should build into your personal development plan.  The purpose of the feedback is to measure behaviors and competencies , provide feedback on how others perceive you, address skills such as listening, planning, and goal-setting and focus on subjective areas such as teamwork, character, and leadership effectiveness.

It is important to note that 360 feedback is not a way to determine whether an employee is meeting basic job requirements and it is  not focused on basic technical or job-specific skills . 

There are may 360 tools available and should be seen as a valuable tool to give you feedback on your effectiveness in your role