EDUC9610 - Performance Development in Schools: Inquiry Step 5 Report

This report provides an analysis of performance development within schools, focusing on its role as a guiding factor in shaping individuals. It reviews literature describing performance development in Australia, referencing the Australian Institute for Teaching and School Leadership (AITSL), SMART goals for performance development, and the South Australia Department of Education and Child Development Policy 2018. The report examines the Australian Standards for Teachers, emphasizing the seven standards crucial for performance development according to AITSL. It also highlights the importance of goal setting using SMART goals and discusses the purpose and benefits of performance development in South Australian state schools, including fairness, equity, trust, and improved learning outcomes for students. Furthermore, it compares findings from a phenomenological inquiry, identifying common goals among educational leaders, adherence to values, and exposed leadership skills, while also noting differences in evidence, circumstances, and thematic representations between the inquiry's findings and the reviewed methods. Desklib provides access to similar assignments and study tools for students.

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 1
ASSIGNMENT 1: AN APPRECIATIVE
PHENOMENOLOGICAL INQUIRY, STEP 5
A study of Performance Development within schools as
a guiding factor in creating formation in people
Presented by Lyn Rowberry (rowb0011) and Sabia Bhullar
Performance Development
A Phenomenological Analysis

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 2
SECTION 1: WHAT IS PERFORMANCE
DEVELOPMENT?
Firstly two Literatures will be reviewed describing Performance
Development in Australia.
Sources
1. AITSL: Australian Institute for Teaching and School Leadership
2. SMART goals Performance Development review, AITSL
3. Department of Education and Child and Development South
Australia Policy 2018: Performance Development

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 3
PERFORMANCE DEVELOPMENT AND AITSL
THE AUSTRALIAN STANDARDS FOR
TEACHERSThe Domains of teaching present the 7 Standards
needed to focus on for Performance Development from
AITSL

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 4
THE OVERARCHING STRUCTURE OF AITSL PERFORMANCE DEVELOPMENT
ATSIL 2012
This cycle provides structure
for
appraising, developing and
refining teaching practice.
Acknowledging deserving
teacher
feedback and support.
This diagram provided a cycle
that can
be used in any order to assist
in the
process of identifying the
development needed,
reflection, then feedback and
review.

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 5
TEACHER PERFORMANCE AND DEVELOPMENT IN CONTEXT
ATSIL 2012
Performance
Development is
Implementation of culture
and
persistence coming with
challenging real world
directions.
It is a commitment from
all stakeholders, which
supports the
development and career
progression of teachers to
become Highly
Accomplished or Lead
Teachers.
It supports the career
stages
outlined on page 3 for the
Australian Professional
Standards for Teachers.

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 6
GOAL SETTING GUIDE USING SMART GOALS

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 7
SMART GOALS ARE EXPLAINED

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 8
PERFORMANCE DEVELOPMENT IN STATE SCHOOLS IN
SOUTH AUSTRALIA: DECD, DEPARTMENT FOR
EDUCATION AND CHILD DEVELOPMENT
PURPOSE
The purpose of the Performance and Development Policy is to improve the professional
capacity of the staff and provide quality learning for students.
The Performance and Development Policy is underpinned by: • Fairness, equity and trust
• Mutual respect, understanding and responsibility
• Openness to learning and change
Performance processes that are integrated into day-to-day workplace practices
• Accountability through professional conversations and authentic feedback
• Recognition and reward
• Work-life balance
• Supportive and safe working environments
• Access to effective and relevant professional learning • Commitment to improve
outcomes for students

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 9
BENEFITS
• The performance Development connects employees work to
planning, organizational and strategic priorities, relevant
performance and professional standards through personalized
individual planning, learning and accountability programs.
• Employees are able to discuss with leadership their employment
pathways, future prospects and how to achieve training and
development to enhance their working standards that fit within the
direction of the employment facility.
• Promotes formation and celebrates achievements with mentorships.
• DECD 2018 Policy.

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 10
THE TECHNIQUES AND/OR METHODS
• Performance and Development processes include:
• Developing a Performance Plan which identifies work
priorities, performance objectives and performance indicators
based on the:
- Schools Improvement Plan
- Key Elements of an Effective Lesson
- AITSL National Standards for Teachers or Principals
- Leadership and Ancillary Staff Job and Person Specification

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 11
THE TECHNIQUES AND/OR METHODS
• Identifying Professional Learning which includes areas for
development, professional learning activities, responsibility
for action
• Developing a Career Plan which includes short and long term
goals (Optional) Undertaking an annual Performance Review
which includes identifying key achievements, indicators that
demonstrated success, strengths and areas for development

EDUC9610 DEVELOPING PEOPLE IN ORGANIZATIONS ASSIGNMENT 1: AN APPRECIATIVE PH
ENOMENOLOGICAL INQUIRY STEP 5 LYN ROWBERRY ROWB0011 AND SABIA BHULLAR 12
THE REQUIREMENTS FOR SUCCESS
(PEOPLE/RESOURCES/SPACES)
Process to be used
Performance and development will involve regular consultation
with your Line Manager.
• Each staff member is assigned a Line Manager with whom they will
work on their Performance and Development Plan.
• Each staff member will need to negotiate a meeting with their Line
Manager at least once per semester.