New! Performance Development and Coaching 3.0TM

Group 8 Education’s Performance Development and Coaching 3.0^TM approach builds teacher effectiveness in both engagement and leading teaching practice using a combination of student, peer and leader feedback (“360^o feedback”) at all levels (teacher, middle leader, senior leader), classroom observation (in both its forms: observer as coach, observer as coachee), self-reflection/assessment, coaching, peer coaching, individual learning plans and performance appraisal.  This is done in a way that minimises the time and cost impacts on a school whilst efficiently building capability and putting effective, repeatable processes in place.

Performance Development and Coaching 3.0 TM is the answer and comes as an upgrade to existing performance management processes.

Group 8 Education has a limited number of places for schools to implement Performance Development and Coaching 3.0TM in the 2012 academic year.

Key features are:

Explicit linkage of purpose and plan to behaviour change

• induction of all staff into Annual Action Plan goals in the context of the need to change behaviour to meet those goals
• use of professional observation by coach/middle leader to focus attention on key areas for change
• student feedback to individual teachers and self-assessment against VIT standards are key inputs to self-reflection and learning goal development
• staff coached to develop clarity and commitment to a set of learning goals and actions to achieve them

Development of a learning culture  

• explicitly puts teachers into the classroom in a learning mind state to model learning to students and to develop their practice faster
• peer observation of classroom practice so that teachers learn from each other
• structured stimulation of professional dialogue around classroom practice

Explicit development of the leadership role of middle leaders

• middle leaders induct their own staff into annual plan
• middle leaders observe their own staff in action against an agreed framework and key areas
• middle leaders coach staff to gain clarity and commitment to a set of leaning goals, mid year, and consolidation of their learning, at end year – and receive feedback on this coaching
• leaders at all levels trained as coaches – in a train, do, feedback, learn cycle – to model the key behaviours that underpin a learning culture

This is an annual process divided into two cycles – a short Induction Cycle and a longer Development Cycle. This process is sustainable over time allowing each year’s Action Plan to build on the previous year’s achievements.

Additional benefits of Performance Development and Coaching 3.0TM are:

• Time efficient for staff and leadership, distributed effort across all leadership levels and explicit empowerment of staff to take control of their own development within the framework of the Annual Action Plan
• Manual that provides step-by-step instructions of how to perform each step • Training of admin staff to set up support systems so that process is sustainable over time and data gathered at each step can feed into the next year’s action plan