Unit - Perfomance Management
Download as PPT, PDF2 likes528 views
The document discusses a performance management and professional development program for teachers called PM/PDC. The goals of the program are to raise the quality of teaching, develop a learning community, and foster continuous professional growth. The roles include facilitating meetings, setting goals, organizing development conferences, and observing classroom teaching. Intended outcomes include high performing teachers, collaboration, and modeling best practices. The program is reviewed annually and recommendations are made to maintain teacher voice and add team building and individual inquiry projects.
Unit - Perfomance Management
- 1. Performance Management via Professional Development Conferences Up-skilling staff to ensure quality delivery to our tamariki
- 2. What is PM/PDC? 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) To raise the quality of delivery to our tamariki To grow a professional learning community To develop a professional culture at kura To be high performing facilitators of learning To remain open to continuous learning
- 3. What is my role? To facilitate a staff mtg at the start of the year to revisit, negotiate and confirm the agreed upon requirements for the year To set up initial mtgs for staff to log in their professional, classroom and personal goals To ensure there is a common understanding as to the purpose of these PD conferences To set up days for booking in to PDC’s (Professional development conferences) To set up a personalised PDC template that is known to all prior to these mtgs taking place To track and sign off requirements once ‘evidence’ has been viewed To create a confidential space for these mtgs to take place To develop the professional ‘c u lture ’ of the kura Observe classroom practice each term
- 4. What PD? To the forefront? Staff meetings are facilitated Staff voice is considered via reviews Readings are shared through email, flash, exec mtgs Weekly information is forwarded to all Individualized tracking checks are addressed PDC hui templates are aligned with Charter goals, kura values, HoM’s , Te Reo...... Good practice shared in staff mtgs Observations are carried out each term
- 5. Intended outcomes High performing Kaiako Quality deliverers A collaborative group of professionals Readings, professional conversations, Inquiry and research is considered ‘n o rmal’ practice Role models for our HoM programme Kaiako who sparkle!
- 6. Succession planning Performance Management booklet is updated at the start of each year (This tracks our history and a year by year update) PM requirements are co-constructed annually Knowledge building and sharing of this is uploaded into our kura wiki Teaching as Inquiry being considered as a personalized professional learning journey Kaiako ePortfolios are being infused in capturing further electronic evidence of teaching and learning
- 7. Looking ahead / Recommendations Maintain kaiako voice at the review stage and the ‘ s t art up year ’ stage A staff team building component to be added in to the commencement of each year T3 & T4 - Aim for more Kaiako to have ‘t i mely ’ sign off 2012 - Infuse ‘T e aching as Inquiry ’ - as a norm - in to PDC programme
- 8. Update in T4/2011 Staff mtg/Wk2… Acknowledgement of timely sign offs in T3 Individual checklists & updated hui template sheet forwarded to all prior to T4 start up Recommendations for 2012+… TRC No12/Teaching as Inquiry, Professional readings, Kaiako ePortfolios are discussed and added in to the PM programme