Performance and development are two cornerstone elements in the field of education. They provide a structure for educators to assess their achievements, focus on their growth areas, and align their objectives with the broader school and departmental goals. This article breaks down the nuances of the performance and development process, its connection to salary progression, and additional critical factors.
- Performance and Development Plan
- Annual Reviews and Salary Progression
- Performance-Based Progression
- Eligibility Criteria
- Performance Standards and Improvement Opportunities
- Addressing Unsatisfactory Performance
- Employer Commitments
- Concerning Promotions, Transfers, and New Employment
- Exceptional Circumstances
Performance and Development Plan
Every employee should have an agreed-upon Performance and Development Plan (PDP). This plan, which ideally spans the school year, serves as a roadmap for an employee’s professional growth. It aligns the individual’s objectives with the school’s priorities and appropriate departmental criteria based on the employee’s classification level and salary range. In the absence of an agreed plan, an employee’s performance will be evaluated based on demonstrated achievements against these criteria.
Annual Reviews and Salary Progression
Contrary to popular misconception, salary progression is not automatic. Instead, it is contingent upon an annual assessment of an employee’s performance. This evaluation considers the individual’s demonstrated achievements against the school’s priorities and relevant departmental criteria. The salary progression cycle, uniform for all employees, begins on May 1 each year and concludes on April 30 the following year.
Performance-Based Progression
The number of employees progressing through their respective salary scales is determined solely by their performance and development assessment. There is no predetermined quota for the number of employees who can progress in any year, and no lump sum payment is made to any employee as a result of this assessment. However, employees, excluding those in the principal class, could be considered for accelerated salary progression within their school based on the employer’s established procedures.
Eligibility Criteria
Employees must have at least six months of eligible service at a particular salary subdivision within a progression cycle to qualify for salary progression. For teachers, any approved teaching experience gained while on leave without pay is considered eligible service for a progression cycle.
Performance Standards and Improvement Opportunities
If an employee fails to meet the standards for salary progression, they will not progress during that cycle. However, they should be notified in writing about the expected performance standards, the areas where they fall short, and the implications of continued non-compliance. They should also be given an opportunity to improve their performance to the required standard.
Addressing Unsatisfactory Performance
When an employee’s performance is deemed unsatisfactory, the employer should implement the unsatisfactory performance procedures outlined in Schedule 5. However, this is contingent upon the notice requirements, and an employee is not eligible for salary progression while subject to unsatisfactory performance procedures.
Employer Commitments
The employer commits to maintaining the existing performance and development process for salary progression purposes. They will also consult with unions regarding the development of any new performance and development process.
Concerning Promotions, Transfers, and New Employment
Salary changes due to promotions, transfers, or new employment will take effect from the date of the change. However, if an employee alters their time fraction without promotion, transfer, or new employment, the change in proportionate salary will commence from the date the time fraction was altered.
Exceptional Circumstances
In cases where no provision is applicable, the employer has the discretion to determine an employee’s salary.
In conclusion, the performance and development process is an integral aspect of professional growth in education. By understanding this process, educators can align their goals, improve their performance, and navigate their career progression more effectively.
