Performance

PRINCIPAL PERFORMANCE MANAGEMENT AND APPRAISAL PROCEDURES

RATIONALE

Western Heights School Board of Trustees will appraise the Principal’s performance on an annual basis with the objective of ensuring high quality education opportunities for the students of our school.

PURPOSE

The purpose of the performance management and appraisal system is to:

1 encourage excellent performance through inquiry into practice

2 identify areas for future professional learning and development

3 monitor performance against relevant professional standards

GUIDELINES

The appraisal process will result in a written assessment of the Principal’s performance on an annual basis, identifying any training/professional development needs for the Principal to undertake.

The Principal’s performance will be formally appraised on an annual basis by the Board Chairperson or delegate(s).

If the Board deems it necessary or appropriate, the Board may choose to consult with or engage the services of an independent consultant who specialises in education and is able to review the effectiveness of the education provided.

There will be three informal meetings during the review period between the Principal and Chairperson or delegate(s), to discuss progress.

The criteria for appraisal will be the objectives set in the Performance Agreement, the objectives being drawn from the school’s strategic and annual operating plans, the Principal’s job description, and professional standards.

If there is any disagreement between the Principal and the Board as to the objectives, the Board, after considering the Principal’s input, will amend and confirm the amended objectives or confirm the unchanged objectives. The Board’s decision will be final.

The Board Chairperson or delegate(s) may seek feedback on the Principal’s performance from staff, parents, or any other person/s who are in the position of providing feedback on how the Principal has performed.

The Chairperson or delegate(s) will report back to the Board the result of the appraisal. This will be discussed in committee with the Principal absent.

The Performance Agreement and results of the appraisal are confidential to the Principal, the Board and their agents, unless both parties agree to wider distribution.

In the event of a dispute relating to the appraisal results, the Board may choose to exercise its right to make a final decision or appoint an independent mediator to mediate. Ultimately the Board will have responsibility of any final decision.

Goal Setting:

Goals will be determined after discussion with Principal and BOT representative- with specific detail being built around these broad goals by the appraiser and appraisee.

Once the goals have been agreed to, the following need to be discussed:

• time frame

• method of assessing whether the objectives have been met

• support required

How will my appraisal work?

Goals identified :

To consider approaches to leadership and reflect upon and grow my leadership framework based upon reflective practice.

To seek, interpret and act upon feedback regarding our vision to practice and my role as a leader in growing and communicating this.

Possibly including - :

- development of a group to provide feedback in regards to school pathways once a term

- learning around growth mindsets and how this might apply to reflective practice

- revisiting the vision to ensure it encapsulates the current direction for our school

- how I nurture the culture of the school

- lines of accountability for staff to be enacting the vision

- how the vision is communicated with and owned by children. How is this outworked in practice?

- exploration of leadership models through investigating research

- considering the effectiveness of delegation within the Principal role

Process For Achievement Of Goal - Coaching / Mentoring:

It is intended the goals will be an integral part of practice rather than an added extra. Documentation should be kept in regards to the journey taken in working towards achieving the goal, and the summary sheet contained in this booklet completed.

Reflective Practice:

Reflective practice will also be a key part of our appraisal process. There will be deliberate written reflection by means of blog at least 3 times per appraisal cycle. Professional reading will be encouraged with reflection on professional reading shared via the blog and in discussion with the appraiser.

Observation / Attestation / Professional Standards:

Principal Professional Standards for Primary Principals indicators are included and must be met. Attestation of professional standards will occur through sighting documentation, observing practice and interviewing staff / board / community as appropriate.

At the close of the process, results will be summarised before the reviewer goes put them in written form. The written document should be given to the Principal for comment before the report is given to the full Board (in Committee). Three copies of the report will be made - one for the Principal, one for the Board and one for the Principals personal file.

At a subsequent meeting to establish the new performance agreement for the next twelve months the Principal and delegated reviewers can consider:

- Discussion of future plans of the Principal that are - job related; school related; career / professional development related

- Confirming the content of the Principal’s job description and update it if necessary

- Discussing and drafting the next annual performance objectives

- Dates for accomplishment

- Necessary action and support