Performance and
development plan
When you’re
at your best,
everyone benefits Date
This working document should
22/02/2021
be updated every 6 months.
The employee and leader will
work together on this plan. Employee name
Jessica Wiseman
Please try to limit text to the
fields provided. This will sharpen Leader name
your focus on performance and
Robyn McLachlan
development.
Performance and development plan Page 1 of 5
My contribution
Issues Off track
Set goals that align to the established priorities in your school, preschool, children’s centre or office/division. On impeding needing
Goals Achieved track progress support
Implementing BIN. Working on trusting the count with Am, An, Me, Lo, Od, Ja and place value with Ma. I will provide explicit and targeted learning
opportunities for students based upon their OCOP goals. I will track their progress through formative assessment and data collection. I will use SPRINTS to
collect evidence of best practices for my students and how I can respond to their needs.
Implementing RWI. Working on set 1 sounds with Am, Me, An, Ja, set 2 sounds with Od, Lo, and set 3 sounds with Ma. I will provide learning opportunities for
students based on their OCOP goals and use formative assessment and data collection to track student growth of RWI.
Introduce different texts types. I will expose students to texts multiple times throughout each week. I will explicitly discuss the features of the texts with
students. I will provide differentiated opportunities for students to create texts including writing, pictures and oral. I will use Bright path to moderate students
writing levels.
Not every performance expectation associated with your role needs to be listed under ‘My contribution’. Rather, these goals are the big things that you will focus on achieving over the next 12 months.
Generally, no more than 6 goals will be sufficient to capture the key outcomes associated with a role. Goals should be Specific, Measurable, Achievable, Relevant and Time-based (SMART).
My career
Short-term goal (up to 2 years) Long-term goal (2 to 5 years)
Progress from graduate to proficient teacher Further study into special education Career planning doesn’t always mean climbing a ladder. Think
observing and visiting other special classes about what energises and challenges you in your work, combine
that with your skills and experience and have a conversation
with your leader about where this could take you.
If your goal is to remain in your current role, career aspirations
can focus on deepening your professional expertise or
strengthening your leadership capability. Learning activity
should be reflected under ‘My learning’ on the following page.
Performance and development plan Page 2 of 5
My behaviour My learning
What do I do really well and how will it help me achieve my goals? What learning activities do I need to undertake that will support
What do I need to start doing to increase my effectiveness? me to do my work and achieve my career goals and aspirations?
Which of my behaviours prevent me from being more effective in my role?
How will I manage those behaviours? Engage with department 'early career teacher' workshops and information
I am effective at collecting data and evidence of students learning to inform my teaching and the 'next RWI training
steps' for students.
Learning sprints with focus on numeracy.
I have good communication and contact with families in person and seesaw
I will communicate more with SSO's in our classroom about learning intentions, behavior management
strategies and daily routines.
I need to seek out feedback and advice from staff and leadership more often to help me reflect and
problem solve.
Think about the opportunities to learn on the job through relationships and feedback (including
networked leadership or collaborative learning processes), or by undertaking formal training
This is about how you go about your work and its impact on others or your success in your work. whether it be a face-to-face workshop or an online course.
It’s about combining your knowledge of self and knowledge of the task at hand to maximise
your effectiveness. Also consider the range of behavioural expectations aligned to your role (eg. Our agreement
standards, leadership capabilities, values). What support do I need from my leader, or others,and how will this help me achieve
My wellbeing my goals?
Support in completing my portfolio of evidence from graduate to proficient
What can be done to enhance my wellbeing?
Are there any work, health or safety considerations?
Developing safety/risk management plans for students that can be unsafe/harmful to others.
Debriefing with others after incidents.
Myself, SSOs and leadership being on the 'same page' in regards to behavior management and
protocols for student behaviour.
Employee signature Date
This is about the interaction between your work, your health, your safety, your wellbeing and your Leader signature Date
personal responsibilities. Have a conversation with your leader about how you will work together
to find the right balance that ensures the best outcome for you and your work.
Performance and development plan Page 3 of 5
6 Month Review comments
Update progress against established goals on page 2 during the 6 month review conversation. There is no
requirement to classify or formally rate overall performance.
Use the department Performance and Development Review –
Conversational Tool to frame review conversations. Employee and leader
comments should be documented to record a summary of the review
conversation.
Employee summary comments Leader summary comments
Woking well on BIN goals in regards to trusting the count. Still need to complete place value diagnostic Thank-you for meeting with me on the 3rd of June 2021.
assessments with Max - difficult to find time to do them 1:1, might get SSO to do them with Max
outside the classroom. RWI is going well - have now participated in the training. Highly modifying the It has been a pleasure having you in the Junior special class. The students are settled and you have such
activities to suit my learners. Completed bright path written assessment and leveling- want to do the a good relationship with them.
oral assessment with my students as it will provide me with more information, this also takes time as it
needs to be 1:1. Please invite me into your room when you are doing an BIN lessons. i would love to observe.
Looking into the Early Career teachers workshops - if I am still eligible to attend these. Plan to meet up It is great to here that Odin and Meet are settling down. You definitely can attribute this to your
with Steph as she is also completing her graduate to proficient portfolio. learning space and calm demeanour.
Research some JP special class connections - wanting to do some observations on how their class runs,
day to day activities and routines - any strategies I can implement in my classroom. Please book yourself into the ECT workshops. i will inquire if we get funding for you. I think it will be a
great opportunity for you to go to another special class to visit. We can talk further about this.
Seeking out feedback more often from other staff as well as observations and feedback from leadership
to improve my practice.
Employee signature Date
The date of the 6 month review conversation must be
recorded in the HRS, Staff Overview Module by the site
manager or delegated performance and development
plan user.
Leader signature Date There is no requirement to upload this plan, however on
finalisation, the plan should be printed, signed by both
parties and filed in a secure location.
Page 4 of 5
6 month review
12 Month Review comments
Update progress against established goals on page 2 during the 12 month review conversation. There is
no requirement to classify or formally rate overall performance.
Use the department Performance and Development Review –
Conversational Tool to frame review conversations. Employee and leader
comments should be documented to record a summary of the review
conversation.
Employee summary comments Leader summary comments
Employee signature Date
The date of the 12 month review conversation must be
recorded in the HRS, Staff Overview Module by the site
manager or delegated performance and development
plan user.
Leader signature Date There is no requirement to upload this plan, however on
finalisation, the plan should be printed, signed by both
parties and filed in a secure location.
Page 5 of 5
12 month review
