Tairangi School Procedure Statement
PERFORMANCE APPRAISAL NAG 3 Personnel
The following procedures are to be followed by the school:
- The current school appraisal process is appended to this policy. Any modifications will be made in consultation with all employees.
- The Board of Trustees has the responsibility to ensure performance appraisal is undertaken (NAG 2). This responsibility is delegated to the Principal who further delegates the responsibility for the appraisal of teachers to senior staff. The Principal will be responsible for the appraisal of senior staff and ancillary staff. The Principal will consult other teachers when appraising teacher aides working in classrooms. The Board of Trustees Chairperson will undertake the appraisal of the Principal. Each employee will have the option of choosing a peer to appraise them at times during the appraisal cycle. This will be in addition to what has been described above.
- All notes and written reports related to staff appraisals will be kept confidential between the staff member concerned, the person/s responsible for the appraisal and the Principal.
- Once a year, the Principal will report in general terms to the Board of Trustees about the performance appraisal process. The Chairperson will report to the rest of the Board about the Principal’s appraisal.
- Disputes may arise as part of the appraisal process. The Principal will deal with all disputes except those in which he/she has been directly involved. All other disputes will be dealt with by the Deputy Principal. See the attached flow chart.
- Staff will be given guidance and support to meet any objectives identified by appraisal outcomes.
The objectives of Performance Management at Tairangi school is to:
- Improve learning outcomes for students by improving the quality of teaching and leadership.
- Integrate policies, practices, standards and procedures that link the goals of the school.
- Set agreed performance expectations and the processes for measuring performance against those expectations.
- Focus on the professional development of every teacher
The Performance Management comprises 3 strands
- supervision – An ongoing formal process to ensure the implementation of basic planning, assessment, record keeping, school wide responsibilities and school development objectives.
- professional Standards – Annual attestation against the professional Standards.
- appraisal – A cycle whereby the teacher and Appraiser set agreed objectives to improve performance.
The appraisal information is confidential to
- For the Principal – The BOT chair and the Principal. A summary of the report will be given to the Board.
- For the Deputy Principal, Assi8stant Principal and Senior Teachers – the staff member and the Principal.
- For other teaching staff and ancillary staff – The staff member, the senior teacher and the Principal.
Identification of Appraiser
- The Principal is appraised by the Board Chair or a nominated person
- The Management team is appraised by the Principal
- Teachers are appraised by their senior teacher. There may be occasions where another senior teacher could be the appraiser.
- Ancillary staff will be appraised by the principal or senior staff member to whom they are directly responsible to.
- For permanent staff members the appraisal cycle will be over 12 months beginning and ending with the attestation against the professional Standards, usually in Terms 2 and 3.
- For staff in fixed-term positions of more than one term, appraisal goals will be set within the first 6 weeks of their employment. These goals along with the Professional Standards will be assessed within the following 2 terms depending on the length of their fixed term.
- For ancillary staff reviews will be undertaken annually.
- A timetable will be formulated annually and made known to staff within the first term. Most appraisals/reviews will be timed for Term 2 or 3.
STs visit classes regularly (at least once a week for each class) to get a picture of what is going on in the rooms. The focus of these visits will be directed by the management team. These focuses will include:
- Monitoring books
- Children’s workbooks
- Classroom environment
- Classroom management and teacher/student relationships
- Wider school responsibilities
- Issues arising from school wide development
- Delivery of specific curriculum areas
Written notes will be kept and trends and issues can be discussed at management level.
Professional Standards and Appraisal
The teacher completes a self assessment form based on the job description and the professional standards. This is given to the ST at least 2 days before the class observations for consideration.
Teachers need to provide written evidence of meeting the standards by filling in the Professional Standards form. This is given to the ST at least 2 days before the class observations.
The ST does class observations which usually consists of 2 consecutive visits, more if necessary. Numeracy and literacy will be the focus. Teachers will need to provide written planning and any other appropriate documentation for the lessons observed. During this time other planning, assessment data, children’s work books and other record keeping may be looked at. A running record of the observations are taken and a copy of the notes given to the teacher on completion of the observation.
Records and Planning
Monitoring of teachers planning, assessments and record keeping will be ongoing throughout the year through the supervision procedures below. This will inform the attestation and appraisal of the teacher’s performance.
The ST and teacher meet to discuss the class observations and the self assessment as soon as possible after the observations have taken place. Records and Planning will also be part of the interview. There will be no surprises in the interview as all information from the observations, self assessment, and earlier supervision notes will have been available to both parties before the interview meeting.
The teacher in discussion with the ST, identifies 2 appraisal goals that the teacher can work on over the next 12 months. One goal will be from the school development focus, the other will be a personal goal. There will be 3 check popint dates (1 per term). These goals will be appraised the following year along with the professional standards. They are part of the Professional Standards and are expected to be achieved.
Within the next 1-2 days the ST writes up a summary of the teacher’s pe4rformance based on the interview discussion. This is signed by the appraisee and appraiser and filed. The teacher writes up the appraisal form that describes the teacher’s development programme. This is signed by appraisee and appraiser and filed.
In the case of any Professional Standard or part thereof, not being met, an appropriate programmne of, guidance and monitoring will be put in place. If the programme fails to remedy the concern, competency procedures will commence (see clause 3.6 a-e of the primary Teachers’ Collective Agreement.
Success in meeting the Professional Standards will form the basis of attestation for the teacher’s following salary incremental increase.
File:performappras3.doc Procedure Statement – Performance Appraisal