Hay Group case study template A4 - ….docx

August 2012JDiscussion paper submissionNew directions for school leadership and the teaching professionPrepared by: Hay GroupContact: Nicholas Conigrave0417 538 809 9667 2666Table of Contents1.Introduction32.Three critical priorities in establishing a strategic policy framework42.1.Design a talent strategy42.2.Integrate the talent strategy with a strategic performance management system62.3.Go beyond compensation to a reward strategy mindset (but don’t put the cart before the horse)73.Conclusion84.Appendix: Learning requirements10IntroductionHay Group supports theDepartment of Education and Early Childhood Development’s (DEECD) objective of improvingthe quality of teaching as a critical lever in driving improved student outcomes, through attracting great people, creating a high performance profession, and providing strong direction and support as outlined in New directions for school leadership and the teaching profession (Discussion Paper). Building a high performing and engaged teaching workforce is one of the great challenges facing the education system.DEECD clearly recognises the need to lift the quality of candidates entering into teaching and school leadership roles, as well as the importance of developing a culture of excellence where teachers and principals continue to build their skills and capability to continually improve their performance on the job.The missing link in the Discussion PaperWhat is missing from this approach, based on our experience of executing transformational change in organisations at a local, national and global level, is an overarchingstrategic policy frameworkthat creates a coherent and integrated infrastructure encompassing recruitment, development and engagement programmes that connect all aspects of a teacher’s career continuum with the strategic goals of the Victorian education system.This framework provides organisational leaders with a set of guiding principles, milestones and outcomes that will ensure the best possible succes