Haydon have an annual review meeting between teachers and team leaders, which will use the recorded objectives as a focus to discuss achievements, identify any development needs, including proposed action, recourses available within the school budget, development plan and professional development policy, and the support to be provided. This process will enable the teacher to discuss their training and development with team leader who can offer advice on training and ways to develop as a teacher. Reviewing the performance of teachers will help monitor their performance and also motivate them to achieve their goals. A written review statement will be prepared by the team leader at the review meeting recording the main points made and the conclusions reached, including any unidentified development needs on a separate annex. If it is not possible to complete at the meeting it must be prepared by the team leader within 10 working days of the meeting. The teacher will be provided with a copy and may within 10 working days of first having it add comments in writing. Any training need will be put in a statement and sent to Haydons training and development on the head (Mr Woods).
Performance management is a shared responsibility. The governing body has to agree the schools performance management performance management policy, ensuring the performance of teachers at the school is regularly reviewed and for implementing the performance management process. The head teacher is responsible for implementing the schools policy and ensuring that performance management reviews take place
Haydon have carefully considered the practical arrangements for performance management in the school. As they have appointed two governors to carry out heads performance management review. The head has decided who shall act as team leader for each teacher on the basis of responsibilities for learning in school, a judgement about who has the best overview of the teacher’s work and the ability to provide support to staff. In doing, the head has delegated reasonability to an appropriate team leader to ensure that the reviewer is responsible fro a limited number of reviews. In some cases this is the head. We will try to limit the number of reviewees to four. This is so the reviewer doesn’t have to deal with to many people as it takes up a lot of their time.
Abraham Maslow theory
Performance management is linked with this theory, as the employer needs to receive training to move up the hierarchy. The employer will feel more motivated as they receive more training and they will feel Haydon is taking an interest in them. As the employer gains more training and experience they will be able to perform better, meet objectives and work their way up the hierarchy. They performance reviews can show where they are on the hierarchy and can see what they need to do to work up it.
When Haydon trains their staff this will motivate them and help them by building up their knowledge of their job and make the more successful at their job. This can help them to move up the Abraham Maslow theory hierarchy to reach the self-actualisation
Douglas McGregor theory
Performance management is influenced by this theory because it identifies X and Y employees. The performance reviews help identify training needs. X employees are not worth training as they are not interested Haydon and are un-ambitious. Haydon would be wasting money training an theory X worker as they wont be very good at their job and properly wont be at Haydon for very long. Y employees are motivated and are interested in Haydon so it would be good for Haydon to train them as it will make them more motivated and improve their performance and gain extra responsibilities at Haydon.
Frederick Hertzberg theory
Haydons employees are motivated by Satisfiers and hygiene factors, which improve their performance. Hertzberg’s key point was that hygiene factors do not motivate but it they are not very good then the satisfiers will not motivate either. If this happened at Haydon the performance of employees will go down so Haydon need to make sure that their employees get good hygiene so they are motivated to do their job and want to improve and develop. It is Haydons performance management’s job to make sure the hygiene is right.
When Haydon trains their staff this will motivate them and help them by building up their knowledge of their job and make the more successful at their job. This gives them Hertzberg’s satisfiers, as they will have a sense of job fulfilment.
I think the Abraham Maslow theory is the best for Haydon as it can be assessed easily by performance appraisals so Haydon know what training they need to give an employee to move them up the hierarchy by giving goals for the employer to achieve more at Haydon. But I also think that Haydon have to use Hertzberg’s theory as if the hygiene is poor then the workers will be de-motivated and the performance of the school will go down so the hygiene needs to be good enough to keep the employees motivated.
I think that training and development at Haydon is influenced by this theory because X employees are not worth developing and training they are not interested in Haydon and would not improve or get promotion. Haydon would be wasting their money if training them, as it would not benefit the school. Y workers would want to be developed at the school and receive training as they are motivated and what to aim high in Haydon and gain extra reasonability. Near enough all of the staff at Haydon are theory Y employees.
