NAG 3: PERSONNEL

TRENTHAM SCHOOL STATEMENT OF INTENT

PERFORMANCE MANAGEMENT

Reviewed by Management – August 2020

Reviewed by Board – August 2020

Ratified by BOT – August 2020

Next review date – August 2023

PURPOSES

1. To improve the quality of teaching and learning and ultimately raise student achievement levels.
   

2. To focus on both personal and school wide professional learning.
   

3. To provide feedback and support to develop professionally.
   

4. To enhance job satisfaction.
   

5. To recognise the contribution and achievements of each individual.

GUIDELINES

1. Every staff member will have a job description which will form the starting point for the annual performance appraisal.
   

2. The Board of Trustees delegates the responsibility of the Performance Management system to the Principal who will further delegate to the Leadership Team.
   
   Responsibilities for staff appraisals are as follows:

   1. The Principal’s appraisal is the responsibility of the BOT chairperson.

   2. The Principal is responsible for the appraisal of the Deputy Principal, Assistant Principal, Office Manager, Office Assistant and Caretaker.

   3. The Principal, Deputy Principal and Assistant Principal are responsible for Hub Leader appraisals. This involves the appraisal of their leadership and management ability.

   4. Hub Leaders or persons delegated by the principal are responsible for teacher appraisals.

   5. The Deputy Principal is responsible for appraising the Teacher Aides.

6. Appraisal of part time teachers, Kaiako and Library Manager will be undertaken by the Deputy Principal or the Assistant Principal.

7. The Caretaker reports on a regular basis to the Principal and in turn oversees the work of the cleaning staff.

3. All appraisers will be trained in the appraisal process.

4. The annual appraisal process requires ongoing contact and support and includes the following aspects:
   (a) Development of annual performance agreement around personal, class

and school goals.

(b) Teacher inquiry focusing on target students.

(c) Regular informal classroom visits and Learning Walks.

(d) Formal observations of teaching for attestation.

(e) Regular coaching sessions.

(f) Professional standards attestation against relevant standards.

(g) Self-review at all stages of the process.

(h) Appraisal against the Standards for the Teaching Profession.

(i) Review of performance agreements and setting of new developmental

goals.

5. It is the responsibility of individual staff being appraised to present evidence related to each Standard to show how they have met it and impact on teaching and learning.
   

6. The primary thrust of the appraisal is to be on self reflection with staff reflecting on their own performance. Each staff member plays the major role in her/his own appraisal. They set the direction of their appraisal before it is shared with the appraiser.

7. Attestation is the process of assessing and evaluating teachers against professional standards. Annual signing off of the Standards for the Teaching Profession is required for renewal of teacher registration. Teachers will be assessed annually against the standards for beginning, fully registered or experienced teachers. These describe the important knowledge, skills and attitudes that they are expected to demonstrate in carrying out their roles. This assessment will also determine which areas need to be improved as well as a teacher’s entitlement, if any, to salary progression.
   

8. Staff under the support staff contract will be assessed annually against the tasks and person specifications relevant to their job. This assessment will also determine their eligibility, if any, to salary progression. In addition an annual appraisal will be carried out where support staff will demonstrate the degree of success (or failure) achieved in meeting their personal development goal(s). Annual action plans will be planned around personal development goals and will be part of the appraisal process.

9. Any discussion regarding outcomes should be with the appraiser, as appropriate.
   

10. The Principal will report, in general terms, to the Board of Trustees at the conclusion of the appraisal cycle.

11. Competency concerns will focus on either Support Staff task/person specifications or Education Council criteria using the NZEI competency procedures.

12. The documentation is confidential to the appraiser, appraisee, Principal and will be stored in their personal file. The only exception to this is the Education Review Office, who has a statutory right to review documentation to be sure that the process is being carried out.
    

13. In the event of a dispute, the appraiser and the appraisee meet with a third party, acceptable to both. If a compromise cannot be reached a mediator is appointed who establishes guidelines for the outcome of the mediation.
    

14. The appraisal process will be reviewed regularly in light of current trends and educational requirements.
    

REFERENCES:

Primary Teachers and Assistant/Deputy Principal CEA

Support Staff in Schools CEA

Teaching Council of Aotearoa NZ