The Staff Performance Appraisal (SPA) is a process segment that is aligned with the education officers' target setting and work review sessions. This process is also applicable to seconded staff.

The SPA process has the following objectives:

  • Guides all officers to strive for improvement and personal development by defining the relevant skills, knowledge and professional characteristics;

  • Provides clarity in terms of expectations and behavioursas well as career progression along the different career tracks; and

  • Rewards according to performance, i.e. officers who perform better should be better rewarded.

There should be two-way discussions between the teachers and their supervisors so that there is mutual understanding among them on critical issues.

The instrument is aligned with the key features in the MOE staff performance evaluation tool - Enhanced Performance Management System (EPMS).

SPA takes into consideration the various aspects of a teacher's duties, including their roles in the intellectual, moral and social development of the students. Teachers’ attitude towards their work and professional sharing among colleagues are also important components of the instrument.

Teachers are assessed annually based on their work contributions in key result areas, as listed below.

Student Outcomes

  • quality teaching and learning/ curriculum leadership

  • character development of students

Professional Outcomes

  • professional development of self

  • professional development of others (Culture Building/interpersonal relationships)

Organisational Outcomes

  • Contributions to OD (SP, climate, resource mgt, communications, partnerships)


The SPA stages

1. Notification of SPA schedule – for tripartite as well as SPA sessions with reporting officers.

iEMB notice to inform all staff about the procedures (important especially for new staff to know the practice)

Time frame: Term 3 (about Wk 2)

Action By: HR

2. Distribution of EPMS (Enhanced Performance Management System) forms to teachers

Educators will use the EPMS forms for appraisal.

Time frame: Term 3

Action By: HR / Teachers

3. Tripartite Sessions

Tripartite – only for new teachers to align school expectations with new teachers’ expectations.

Other teachers can also request for tripartite.

Time frame: Term 3

Action By: DPs and teachers concerned.

4. SPA sessions

Teachers have SPA sessions with their reporting officers

Time frame: Term 3

Action By: All reporting officers

5. Submission of SPA grade

Collation of SPA grades after submission by reporting officers

Time frame: End of August

Action By: All reporting officers

6. Ranking Exercise

Ranking Panel ranks staff

Time frame: September break

Action By: Ranking Panel [Cluster Supt*, Principal, DPs, Deans and relevant ROs)

*only for seconded staff. But there will be referencing done against the ratings of direct staff.

9. Confirmation of SPA grades

To finalise and adjust all SPA grades

Rank list of seconded staff is submitted to MOE

Time frame: Term 4

Action By: Principal, DPs