“It’s our polite nudge in the ribs to help you and your team stay organised and on task.”
This week’s subject is Staff performance.
Element 7.2.3: Educators, co-ordinators and staff members’ performance is regularly evaluated, and individual plans are in place to support learning and development.
All staff, educators and management working with children are required to be included in a system of regular performance review and have individual Professional Development Plans in place.
Managing staff performance involves a continual process of quality improvement whereby leaders/management and staff collaboratively develop individual goals and professional development plans with clear expectations outlined, agreed upon and worked towards collaboratively. Leaders should monitor staff performance consistently by having regular “check-ins” with educators to reflect on their progress, goals, achievements and strategies being implemented to achieve their performance and professional development goals. Regular “check-ins” with educators should occur in between formal performance appraisal meetings.
Services must ensure that all staff, including managers and Directors have clear Professional Development (PD) plans in place. Effective PD plans:
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- have been guided by individual position descriptions
- are based off the Service’s philosophy and goals.
- are current and are a living document
- have been developed collaboratively with the staff member/educator that it relates to
- have been developed from Quality Improvement Planning goals/areas of improvement
- are reviewed at least annually
- are identified through self and service evaluation processes, which outline career objectives and areas of development
Another component of managing staff performance is managing underperformance. Best practice managers and employers ensure that when managing underperformance, they are proactive in supporting staff to reach their full potential. Managers must take the steps and implement strategies to manage underperformance appropriately by:
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- identifying the root cause of the issue/s, whether it be lack of knowledge and or skills, workplace influences i.e., bullying or low morale, personal factors i.e., family, relationship or mental health challenges.
- setting clear goals and expectations
- ensuring it is addressed and managed promptly.
- managing it sensitively and in confidence
- documenting all communication and meetings
- monitoring and reviewing progress.
- following up with formal procedures if there is no improvement.
Resources:
Learning and Growing Through Professional Development
Supporting Performance and Development of Professionals
Practical strategies for reviewing, planning and improving team performance
Within System7 go to Quality Area 7/modules 37, 38, 39 to submit self-assessment notes and if required, open a QIP issue if you identify any areas of improvement.
The Childcare Centre Desktop has a range of resources to assist services with development of professionals. These include Professional Development Policy, Professional Development Guide and Procedure, Professional Development Audit, Professional Development Plan, Professional Development Reflection, Managing Staff Underperformance Procedure, Performance Improvement Plan and much more.
Resources, NQS Element, Regulation and System7 links:
Childcare Centre Desktop – Childcare Centre Desktop
National Quality Standard – QA 7/ 7.2.3- Development of Professionals
National Regulations – 147, 168, 169
System7 Module – QA 7/ Modules 37, 38, 39
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