POLICY CONTENT

Our School is committed to creating a work environment that maximises individual and team performance, values all staff members and helps to build our capacity to care and educate children enrolled in our School. We believe that Performance Management has significant benefits for our School, as it leads to inspired and enhanced performance from each staff member. Performance Review meetings are viewed as an opportunity for each staff member to plan proactively for the year ahead.   
 
This policy will provide guidance for employers and management on how to monitor performance, plan and review work objectives and understand staff achievements.  Where there is underperformance, we will work to resolve this promptly and effectively in accordance with an individual Performance Improvement Plan developed in conjunction with the employee.  
 

NATIONAL QUALITY STANDARD (NQS)

QUALITY AREA 4: Staffing Arrangements

4.1	Staffing arrangements	Staffing arrangements enhance children's learning and development.
4.1.2	Continuity of staff	Every effort is made for children to experience continuity of educators at the school.
4.2	Professionalism	Management, educators and staff are collaborative, respectful and ethical.
4.2.1	Professional collaboration	Management, educators and staff work with mutual respect and collaboratively, and challenge and learn from each other, recognising each other’s strengths and skills.

QUALITY AREA 7: Governance and Leadership

7.1.3	Roles and responsibilities	Roles and responsibilities are clearly defined, and understood, and support effective decision-making and operation of the School.
7.2	Leadership	Effective leadership builds and promotes a positive organisational culture and professional learning community.
7.2.3	Development of professionals	Educators, co-ordinators and staff members’ performance is regularly evaluated, and individual plans are in place to support learning and development.

  

PURPOSE 

We aim to provide an effective Performance Management process to assist educators, teachers and staff members to assess their work performance against their job description, whilst establishing a positive work culture and professional workplace.   
 

SCOPE 

This policy applies to staff, educators, nominated supervisor and management at the School. 
 

IMPLEMENTATION 

Performance Management plays an important role in linking staff performance goals and expectations through balanced feedback and reviews and help meet organisational objectives. 
Through the Performance Review, management can acknowledge and identify the individual strengths, talents and interests of each staff member whilst supporting the diverse knowledge and skills each person brings to the role and School.  
 
Each employee will participate in a Performance Review every 6 months. The review process will assist educators, teachers and staff develop an understanding and expectation of their role, reflect on achievements and challenges and plan goals that may assist in accomplishing performance outcomes and expectations in the future.  
 
At all times of the Performance Management process, confidentiality and sensitivity shall be maintained to a high standard.   

Induction, Orientation and Probation program

Management will ensure each employee undertakes an induction and orientation program upon employment at the School. Educators and staff will receive a job description as part of the appointment of employment and this will assist to set expectations and requirements of the position. Employees will participate in Probationary Meetings that are scheduled within the first week of employment and at the end of the three-month probationary period. Feedback will be provided to the employee regarding performance and management will provide support and opportunities for setting professional development goals. 
 

Staff Performance Review

Performance Reviews are best completed on a regular and systematic manner to allow management to provide feedback on an employee’s work performance and for staff to reflect on their own performance. A Performance Review meeting will be conducted every 6 months with each staff member to review their work performance, outline expectations and responsibilities and set professional goals. The Performance Review Form can be used to assess employee’s goals and objectives, areas of strength, responsibilities and discussion as to what extent theses have been met. 

 Staff Disiplinary & Termination Policy