PT ENGLAND SCHOOL POLICY
STAFF APPRAISAL
INTRODUCTION:
An effective school is well targeted and well motivated. Effective staff appraisal supports these ends. On-going monitoring and support for improving performance is intended to achieve improved outcomes for children as well as for the staff member
OBJECTIVES:
1. To develop staff appraisal as part of a continuous process of targeting and evaluating the purposes of the school and the role of each staff member in achieving those purposes.
2. To provide strong direction to staff development programmes which are appropriate to individual and collective needs.
3. To emphasise personal development through taking a positive approach to appraisal.
4. To ensure that a consistent and fair review is achieved through systems which are open, reciprocal and user friendly.
5. To ensure that the Standards and Code for teachers, associate principals and principals are met and that the attestation process is meaningful and fair.
PROCEDURE:
1. The Board delegates to the Principal the responsibility for performance management of staff.
2. Appraisal is separated into two processes, both of which result in a formal record.
The Attestation process requires the staff member's Team Leader to observe them doing their job, conference with them, and ultimately co-construct the Attestation Report/Summative Appraisal Statement, Annually. On receipt of this report, which will be stored in the Professional Portfolio volume, the principal will be able to send the Attestation Approval through to Payroll. For all staff members this activity will still take place on an annual cycle and will furnish evidence for their Registration and for general areas for improvement. For staff members who's Attestation Report does not enable them to be Attested, an appropriate negotiated programme of support and development will be put in place.
The structured mentoring organisation enables Pt England Staff to work with a colleague to discuss progress against their development goals and/or TAI. This activity is supported by external professional development and occurs term by term. The TAI Conferences contribute to teacher's individual Inquiry Blogs which can be found in the 'About Us' section of the Pt England Website.
3. Collegial support will be an essential part of the appraisal system.
4. Each staff member has the right to training which will take account of appraisal outcomes.
5. Appraisal will include attestation against the requirements of the relevant professional standards.
6. The Appraisal Cycle will begin in Term 1 and will be completed by the mid point of term 4. The annual schedule is an appendix to this document.
7. Principal’s & SMT's appraisal will be delegated by the Board of Trustees to a mutually approved consultant or another Principal to carry out aspects of this review. This will involve appraisal of Principal, and Associate & Deputy Principals. The Principal, Deputy and Associate Principals will be appraised against all the Professional Standards for their respective positions.
8. The Appraisal of teaching staff will be carried out by the Team Leaders. Appraisal of Teams and Team Leaders will be carried out by Associate Principals or by a delegated external facilitator. As part of the appraisal of teams, the Principal DP's & A.P's will conduct "walk throughs" of every team and special group and provide feedback. The appraisal of the ancillary staff will be carried out by the Principal. Appraisal of Child Support Staff will be carried out by the SENCO.
Appraisal of Team Leaders, Associate Principals and Principal may involve comments from staff under their supervision, but just as with all staff, will be confined to the designated goals for the year.
9. The formal process of attestation is largely described by the recording form supplied.
To be noted: Good advance warning will be should be given of the imminence of each component of the appraisal cycle. This will establish the areas being looked at and the times of actual formal attestation and conferences. The appraisal conferences should be used to complete the writing up of the draft, collegially and should happen in an agreed timely fashion. An agreed copy will then be shared with Team Leader, A.P. and Principal . Where the Appraiser and the person being appraised have a disagreement they are unable to solve they may choose to call in a 3rd party who is mutually acceptable in order to mediate a solution, or to note in the attestation document the area of contention and present it for filing as contestable data with both sides of the argument equally represented in writing.
10. Any appraisal documents are confidential to the person being appraised, the appraiser and the Principal. The actual documents remain the property of the school and the person being appraised. One copy will be kept by the Principal in the teacher’s professional portfolio. The staff member, and the appraiser will have permissioned access to the appropriate portfolio folder. No other copies will be kept or made or made available to other people for any reason unless the approval of the person being appraised has been given.
11. Common issues which do not break confidentiality may be published by the Principal to improve systems within the school.
12. Competency procedures will be followed only when the appraisal/staff development cycle is deemed by the Principal not to be working. Competency procedures will be completely separate from the appraisal programme and will follow NZEI & NZ Teachers' Council guidelines and those laid down in other parts of the policy document
Formulated: 1995
Reviewed: 1998
2002
2005
2009
2013
2018
2019
2023
2025