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Process Targets • Staff attitudes and morale will be measured annually by anonymous questionnaire constructed in consultation with staff representatives. Results will be shared with the staff, and action taken to deal with any areas of concern. • An appraisal scheme will be implemented in consultation with staff, which will meet statutory and local requirements. Its purpose will be to identify training and development needs, and it will not be connected in any way with any competence or disciplinary procedures, or with performance-related pay. • X per cent of staff at any one time will be undertaking some form of further professional and personal development. • The annual turnover of teaching staff will be between x per cent and y per cent of the total over a five-year period. • The majority of departing staff will leave for promoted posts or some other advancement in their careers. • Staff will lose no more than x per cent of any non-contact time each month to cover for absent colleagues. Output Targets • The school staff will comprise, where possible, representative numbers of men and women in senior roles, and a cross-section of age, gender and ethnic profiles. • Staff absence other than on professional business will not exceed x per cent in the autumn term, y per cent in the spring term, and z per cent in the summer term. • The number of accidents recorded by staff on premises will decrease each year for the next five years. • The proportion of staff training needs to be met that are identified through the formal appraisal process will be not less than x per cent. Outcome Targets • The school will offer effective and efficient deployment of all staff. • All management and administration tasks will be directed at achieving the most effective learning environment for pupils. • Teaching staff will display professional and curricular expertise; class management and teaching skills; quality of relationships;
DOI link for Process Targets • Staff attitudes and morale will be measured annually by anonymous questionnaire constructed in consultation with staff representatives. Results will be shared with the staff, and action taken to deal with any areas of concern. • An appraisal scheme will be implemented in consultation with staff, which will meet statutory and local requirements. Its purpose will be to identify training and development needs, and it will not be connected in any way with any competence or disciplinary procedures, or with performance-related pay. • X per cent of staff at any one time will be undertaking some form of further professional and personal development. • The annual turnover of teaching staff will be between x per cent and y per cent of the total over a five-year period. • The majority of departing staff will leave for promoted posts or some other advancement in their careers. • Staff will lose no more than x per cent of any non-contact time each month to cover for absent colleagues. Output Targets • The school staff will comprise, where possible, representative numbers of men and women in senior roles, and a cross-section of age, gender and ethnic profiles. • Staff absence other than on professional business will not exceed x per cent in the autumn term, y per cent in the spring term, and z per cent in the summer term. • The number of accidents recorded by staff on premises will decrease each year for the next five years. • The proportion of staff training needs to be met that are identified through the formal appraisal process will be not less than x per cent. Outcome Targets • The school will offer effective and efficient deployment of all staff. • All management and administration tasks will be directed at achieving the most effective learning environment for pupils. • Teaching staff will display professional and curricular expertise; class management and teaching skills; quality of relationships;
Process Targets • Staff attitudes and morale will be measured annually by anonymous questionnaire constructed in consultation with staff representatives. Results will be shared with the staff, and action taken to deal with any areas of concern. • An appraisal scheme will be implemented in consultation with staff, which will meet statutory and local requirements. Its purpose will be to identify training and development needs, and it will not be connected in any way with any competence or disciplinary procedures, or with performance-related pay. • X per cent of staff at any one time will be undertaking some form of further professional and personal development. • The annual turnover of teaching staff will be between x per cent and y per cent of the total over a five-year period. • The majority of departing staff will leave for promoted posts or some other advancement in their careers. • Staff will lose no more than x per cent of any non-contact time each month to cover for absent colleagues. Output Targets • The school staff will comprise, where possible, representative numbers of men and women in senior roles, and a cross-section of age, gender and ethnic profiles. • Staff absence other than on professional business will not exceed x per cent in the autumn term, y per cent in the spring term, and z per cent in the summer term. • The number of accidents recorded by staff on premises will decrease each year for the next five years. • The proportion of staff training needs to be met that are identified through the formal appraisal process will be not less than x per cent. Outcome Targets • The school will offer effective and efficient deployment of all staff. • All management and administration tasks will be directed at achieving the most effective learning environment for pupils. • Teaching staff will display professional and curricular expertise; class management and teaching skills; quality of relationships;
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