Unit - Perfomance Management

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A review and planning for succession outline for TAWKM in 2011

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Unit - Perfomance Management

  1. 1. Performance Management via Professional Development Conferences Up-skilling staff to ensure quality delivery to our tamariki
  2. 2. What is PM/PDC? <ul><li>A P erformance M anagement programme that supports and guides Kaiako through an annual co-constructed set of baseline requirements that are expected here at TAWWKM ( P rofessional D evelopment C onferences are regular) </li></ul><ul><li>To raise the quality of delivery to our tamariki </li></ul><ul><li>To grow a professional learning community </li></ul><ul><li>To develop a professional culture at kura </li></ul><ul><li>To be high performing facilitators of learning </li></ul><ul><li>To remain open to continuous learning </li></ul>
  3. 3. What is my role? <ul><li>To facilitate a staff mtg at the start of the year to revisit, negotiate and confirm the agreed upon requirements for the year </li></ul><ul><li>To set up initial mtgs for staff to log in their professional, classroom and personal goals </li></ul><ul><li>To ensure there is a common understanding as to the purpose of these PD conferences </li></ul><ul><li>To set up days for booking in to PDC’s (Professional development conferences) </li></ul><ul><li>To set up a personalised PDC template that is known to all prior to these mtgs taking place </li></ul><ul><li>To track and sign off requirements once ‘evidence’ has been viewed </li></ul><ul><li>To create a confidential space for these mtgs to take place </li></ul><ul><li>To develop the professional ‘c u lture ’ of the kura </li></ul><ul><li>Observe classroom practice each term </li></ul>
  4. 4. What PD? To the forefront? <ul><li>Staff meetings are facilitated </li></ul><ul><li>Staff voice is considered via reviews </li></ul><ul><li>Readings are shared through email, flash, exec mtgs </li></ul><ul><li>Weekly information is forwarded to all </li></ul><ul><li>Individualized tracking checks are addressed </li></ul><ul><li>PDC hui templates are aligned with Charter goals, kura values, HoM’s , Te Reo...... </li></ul><ul><li>Good practice shared in staff mtgs </li></ul><ul><li>Observations are carried out each term </li></ul>
  5. 5. Intended outcomes <ul><li>High performing Kaiako </li></ul><ul><li>Quality deliverers </li></ul><ul><li>A collaborative group of professionals </li></ul><ul><li>Readings, professional conversations, Inquiry and research is considered ‘n o rmal’ practice </li></ul><ul><li>Role models for our HoM programme </li></ul><ul><li>Kaiako who sparkle! </li></ul>
  6. 6. Succession planning <ul><li>Performance Management booklet is updated at the start of each year (This tracks our history and a year by year update) </li></ul><ul><li>PM requirements are co-constructed annually </li></ul><ul><li>Knowledge building and sharing of this is uploaded into our kura wiki </li></ul><ul><li>Teaching as Inquiry being considered as a personalized professional learning journey </li></ul><ul><li>Kaiako ePortfolios are being infused in capturing further electronic evidence of teaching and learning </li></ul>
  7. 7. Looking ahead / Recommendations <ul><li>Maintain kaiako voice at the review stage and the ‘ s t art up year ’ stage </li></ul><ul><li>A staff team building component to be added in to the commencement of each year </li></ul><ul><li>T3 & T4 - Aim for more Kaiako to have ‘t i mely ’ sign off </li></ul><ul><li>2012 - Infuse ‘T e aching as Inquiry ’ - as a norm - in to PDC programme </li></ul>
  8. 8. Update in T4/2011 <ul><li>Staff mtg/Wk2… </li></ul><ul><li>Acknowledgement of timely sign offs in T3 </li></ul><ul><li>Individual checklists & updated hui template sheet forwarded to all prior to T4 start up </li></ul><ul><li>Recommendations for 2012+… </li></ul><ul><li>TRC No12/Teaching as Inquiry, Professional readings, Kaiako ePortfolios are discussed and added in to the PM programme </li></ul>

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