Developing Performance Framework > Employee Groups >

School Officers

Overview
How am I involved in the developing performance process?
Tools
Resources

Overview

As a school officer, your work is essential in maintaining grounds and buildings that are safe and clean. You also contribute to enhancing the appearance and safety of these environments in which we work and learn.

By carrying out your work, you have a positive impact on the wellbeing and day-to-day work of all employees, students and others who use our facilities.

The Developing Performance Framework supports you to continue to have this positive impact in your work. It aims to build your job satisfaction in a supportive work place where your contribution is recognised and your continued learning is valued.

How am I involved in the developing performance process?

First phase Second phase Third phase Fourth phase

The developing performance process is made up of four phases.

The first phase is called clarifying expectations and work focus. It happens as you carry out your day-to-day tasks. You think about the work tasks you are doing well, come up with ideas to make improvements and consider your training needs and career aspirations.

Talking with your workmates helps to clarify your thoughts and ideas. You and your team leader have a discussion to make sure that you and they share the same understanding and expectations. You can also share your aspirations for the future. If your career aspiration is to be the best school officer you can, then the training and support you get to carry out your work helps you in achieving your goals. If you are interested in other job opportunities in your work place or the Department, you can also talk about this with your team leader.

The second phase is called reaching an agreement. With your team leader, you agree for the coming work period:

Your key work tasks
Your career goals
Your training
The support you will get from or give to workmates

Your agreement can be written or verbal. If you decide with your team leader to have a written agreement, examples of how it can be recorded can be found in the tools section.

The third phase is called performing and ongoing support. In this phase, you put your developing performance agreement into action by:

Carrying out your regular day-to-day tasks
Working to improve in key areas
Supporting others in your team
Receiving the support you require
Taking part in training
Touching base regularly with your team leader and work mates about work tasks, training and support

If any issues come up during the work period, you and your team leader discuss and decide together what to do about them.

The fourth phase is called reviewing progress and improving performance. A time is set for you and your team leader to talk in more detail about:

Your work during the past work period
Continued improvements that you have made
What has helped
Any issues that need to be tackled

None of the things you discuss will come as a surprise as you will have talked about them as part of your day-to-day work.

Tools

First phase Second phase Third phase Fourth phase

The tools below are optional. You may choose to use them to support you during one or all phases of the developing performance process.

First phase - Clarifying expectations and work focus

Rating yourself [an error occurred while processing this directive]
In this tool, you give yourself a rating for how well you carry out your key work tasks. The space for your team leader to jot down their view of your capabilities will be completed when you meet with them.

My performance development self assessment [an error occurred while processing this directive]
This tool gets you thinking about your strengths, areas you need to work on, goals, support options and how you can demonstrate your improvement. By jotting down your thoughts, this tool acts as a memory aid when talking to your team leader.

Second phase - Reaching an agreement

Developing performance plan [an error occurred while processing this directive]
This tool provides space to write your key work tasks, career goals and the training and support you agreed with your team leader.

Third phase - Performing and ongoing support

Keeping track of my training and support [an error occurred while processing this directive]
On this tool, you jot notes about the training and support you get or give during the work period as well as what you have learned and put into practice in your work.

Fourth phase - Reviewing progress and improving performance

Employee progress report [an error occurred while processing this directive]
Before meeting with your team leader, you use this tool to jot down the things you have achieved, the skills you have developed and your future work and career goals.

Resources

You can use the resources below as a point of reference for developing your performance.

Capability and Leadership Framework (CLF)
This Framework outlines the Department's professional expectations of its workforce and assists employees to identify the capabilities required to deliver high quality outcomes. It is an excellent reference point for making decisions about the most appropriate professional development.

Professional development for public sector employees
This lists current professional development available to support employees in developing their performance.

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This page was last reviewed on 31 Jan 2011