Department of Education and Children’s Services
Performance Management and Development
LEADERS PERFORMANCE MANAGEMENT AND DEVELOPMENT PLAN (PMDP)
The annual Leader’s Performance Management and Development Plan (PMDP) enables site leaders to design their performance planning and
development process for 2011. It will relate directly to the longer term Site Plan and also provide the opportunity for leaders to determine their Personal
The Site Plan will indicate what each site will do to improve learner achievement and wellbeing and how this improvement can be demonstrated. The
Leader’s Performance and Development Plan (PMDP) enables discussion around the annual improvement priorities for the site; those that have the major
impact on learner achievement and well being.
The Leader’s PMDP should be considered in conjunction with the DECS Performance Management Policy.
The Leader’s PMDP describes the way that each leader will implement the priorities that have been agreed within each site. It enables each leader to
document their planned actions to achieve the site’s improvement priorities and to self assess their progress and achievements. The sharing of these
planned actions and reflective self assessment will be a significant part of performance planning between site leaders and Regional Director/Assistant
Regional Director. The first parts of the plan, (Improvement Priorities and Planned Actions), will be agreed by both the site leader and the Regional
Director/Assistant Regional Director and the finalised plan with personal reflection and the Regional Director’s/Assistant Regional Director’s response will
also be signed by both parties, at the end of the cycle.
In achieving their site’s improvement priorities, the leader will need to use a range of skills and abilities to successfully make a difference. All successful
leaders continually strive to improve their skills and lead the achievement of successful outcomes. The developmental aspect of the plan encourages the
leader to identify their own improvement goals as part of their leadership development.
To ensure the achievement of the site’s improvement priorities, the performance plans of other leaders and staff within the site will be directly linked to the
For 2011 the key dates for the performance planning cycle are:
Friday 25 February 2011 Draft Leader’s Performance Management and Development Plans sent to Regional Director’s PA*
June to September: Progress reflection by site leader and discussion with Regional Director/Assistant Regional Director as a mid cycle review. This
might result in some modifications as the site leader and RD/ARD reflect on progress being made and emerging issues. The intention is to develop a
working document which offers direction and creates a sense of purpose.
September to November 2011: Plan reviewed, achievements documented, personal reflection completed and provided to the Regional Director’s PA*,
by 2nd December 2011. Personal reviews of the PMDP are the responsibility of the individual site leader.
A feature of the planning process is reflection on progress and achievements. This reflection will be a major aspect of performance development
discussions between the site leader and the Director/Assistant Regional Director.
As this plan is the personal plan of the site leader it is the responsibility of the site leader to manage the development of the plan and ensure all aspects of
the planning cycle are completed with timelines.
If you have developed a different format which suits your needs, go ahead with that for this year. This is a draft for 2011 which will
be reviewed by LLEG as a result of feedback from site leaders. Use it as a guide which will be modified by your feedback. It is
important that the plan works for you.
Thanks and Best Wishes,
David Chadwick and Caroline Green.
* * * *
Due Date – DRAFT: 25 February 2011
Due Date – REVIEW: 2nd December 2011
*SUBMIT TO: Kathryn Wright
OR Hard Copy: DECS Limestone Coast Regional Office
64 Commercial St West
MT GAMBIER SA 5290
PERFORMANCE MANAGEMENT AND DEVELOPMENT PLANS – WHY AND HOW?
WHAT IS A PERFORMANCE MANAGEMENT AND DEVELOPMENT PLAN (PMDP)?
Performance Management and Development Plans (PMDP’s) are a means of identifying and planning for the achievement of specific outcomes related to
school improvement and better learning outcomes for students, as these are affected by the success of what we do as leaders.
A Performance Management and Development Plan is both a picture of the future and a statement of our accountability as leaders within a team
endeavour. It helps us to:
focus on priorities
distinguish critical business from amongst day-to day happenings
follow the implementation of plans through to completion
channel energy toward improvement and growth
begin tasks with the end in mind
prioritise and be selective about our planned actions to achieve our targets.
WHAT IS IN A PERFORMANCE MANAGEMENT AND DEVELOPMENT PLAN?
A Performance Management and Development Plan consists of four key elements:
Key Result Areas – These are broad statements about areas you want to target for change and improvement. eg. “To develop school programs
in…..”; “To improve…”, “To plan….”;
Wherever possible, express outcomes in measurable terms, eg. “We will reduce unexplained absences by 20%.”
Planned actions and timelines – Each Verifiable Achievement Indicator has a reasonable specific timeline for commencement and achievement of
tasks. eg. Week 9 Term 1 to end of Term 2.
Progress Review (Including mid cycle review) – A progress review may cover the whole Performance Management and Development Plan or
specific aspect of the plan, depending on the timelines attached to each Verifiable Achievement Indicator.
Have a basic plan of how you will review how well you have achieved what is in your PMDP. eg. regular meetings with a support person to examine
progress of Key Result Areas; discussion with a staff ‘reference group’ to receive feedback about specific aspects of your work as it relates to your
PMDP; obtaining feedback from staff, parents and students; regular meetings with your line manager or a critical friend. Your review can involve
ongoing reflection and documentation culminating in an end of year review (due 2nd December 2011) of your own progress and achievement. This
will form the basis of your plan for 2011.
Verifiable Achievement Indicators – These are statements of what you have achieved and how you will know. They are action oriented and
mostly observable and measurable, relate to some form of growth or improvement with respect to the Key Result Areas and are framed in the past
tense. In some ways they are statements of accountability. eg. “I set up…”; “I organised and carried out”; “NAPLAN numeracy results in year
5……..”; “Attendance figures…..”. Verifiable Achievement Indicators may relate to an outcome for others that stemmed from your actions. eg. “As a
result of …….NAPLAN numeracy results……”.
WHERE DO KEY RESULT AREAS /IMPROVEMENT PRIORITIES COME FROM?
The Key Result Areas in your Performance Management Plan may come from a variety of sources such as:
The Limestone Coast Regional Improvement Plan 2011-2013.
The Site Improvement Plan.
The Principal/Director Job and Person Specification.
A staff or community needs assessment.
The school’s curriculum and training and development plans.
A personal professional growth plan/individual growth plan.
Key Result Areas may relate to:
Learning programmes – improving teaching and learning; curriculum development and delivery, literacy and numeracy.
Support for programmes – training and development; policy development and implementation; staff performance management; system/area
involvement (for own or school’s benefit); external relationships.
Outcomes from your Job and Person Specification.
KEY QUESTIONS WHEN DEVELOPING A PERFORMANCE MANAGEMENT AND DEVELOPMENT PLAN
Is the Key Result Area an initiative, change or improvement likely to positively impact on building the teaching capacity and learning outcomes for
Is the Key Result Area an important issue for the school?
Am I the key person whose action is needed for success?
PERSONAL DEVELOPMENT PLAN
Include in your plan some goals for personal and professional development. Please ensure you are not too hard on yourself and set goals which will be
helpful to you and which you can achieve and feel good about.
(See Attachment A)
PERSONAL PERFORMANCE MANAGEMENT PLAN
KEY RESULT AREAS/ PLANNED ACTIONS PROGRESS/MID CYCLE REVIEW INDICATORS
IMPROVEMENT PRIORITIES (Include timelines) (How you will know what you
*A possible format – modify to suit your needs
PERSONAL DEVELOPMENT PLAN
The personal development plan describes strategies for improving individual performance and career growth. Site leaders should focus on at least
one core capability each year and identify strategies to develop this capability. - Build in elements of both personal and professional growth.
Creates vision and gives The creation and communication of a set of values and vision of learning and development for the site in a way which
direction: creates the environment for children and students to maximise their growth.
Develops people: The leadership, motivation, coaching and development of staff, including teaching and non teaching staff.
Manages resources: The effective deployment and management of physical, financial and other non human resources for the site.
Provides leadership for learning The provision and promotion of a positive learning environment, which promotes and achieves quality outcomes in
and well being: learning for all children and students. The development of innovative care and learning practices within the site.
Promotes and achieves quality Uses planning processes to plan, evaluate and redesign improvement
Understands relationships: The encouragement and management of a wide range of effective relationships which impact on well being.
Self-awareness and self- The understanding of self, personal and social competence which influences the quality of relationships
management: and the engagement of others.
PROPOSED ACTION PROGRESS