Principal Appraisal

NAG 3: PERSONNEL

TRENTHAM SCHOOL STATEMENT OF INTENT

PRINCIPAL APPRAISAL

Created – July 2009

Reviewed by Board – September 2021

Ratified by BOT – September 2021

Next Review Date – September 2024

RATIONALE

The annual appraisal of the Trentham School Principal will enhance the provision of high quality educational opportunities within the school by monitoring the goals and performance of the Principal.

PURPOSE

• To ensure the Board works with the Principal to develop the Principal’s Performance Agreement and appraisal process.

• To monitor progress in achieving the school’s vision and goals and to focus on key performance areas as outlined in the work performance agreement and areas of need.

• To provide opportunity for professional and personal growth and development in identified areas.

GUIDELINES

1. Responsibility for managing the Principal’s appraisal will be delegated to the Board Chairperson (AKA Presiding Member) who will ensure the development of a performance agreement and inclusion of various appraisal requirements for the Principal which meet legal requirements.
   

2. The Principal's performance will be reviewed on an annual basis by the Board Chairperson. The Board Chairperson and the Principal may, through consultation, engage an independent consultant who specialises in education to conduct the appraisal.
   

3. To be issued with or to renew a current practising certificate, principals and teachers need to be annually appraised using all 4 aspects of the Code of Professional Responsibility and 6 Standards for the Teaching Profession (STP). The principal’s performance appraisal shall address their performance goals aligned with the school charter and annual plan, the Code of Professional Responsibility ,STP and the principal professional standards, and learning and development goals (linked to career structure payments in 4.4 of the Principal’s Collective Agreement).
   

4. The focus of the annual appraisal will be the Principal’s Performance Agreement which reflects:
   a) The Collective Employment Agreement (CEA)
   b) The school’s strategic and annual plans
   c) The Principal’s job description which outlines key tasks and expected outcomes
   d) The Principal’s Professional Standards including the following dimensions of practice:

Culture, Pedagogy, Systems, Partnerships and Networks

5. The board will provide clear guidelines for the Principal’s appraisal which reflect the need for the Principal and Board to work closely in developing the Principal’s performance agreement and appraisal process.
   

6. In the management of the Principal’s appraisal the Board, through the Board Chairperson, will ensure that:
   a) The annual budget includes appropriate provision to enable the appraisal process to be satisfactorily conducted.
   b) There are two informal meetings during the review period between the Principal and
   Chairperson or consultant to discuss progress.
   c) The Principals' appraisal will include discussions in relation to the school's annual
   achievement targets and progress towards these.
   d) Feedback (in agreement with the Principal) on the Principal's performance is sought from staff, parents, or any other person/s that are in the position of providing feedback on how the Principal has performed. Comments will be provided in confidence.
   e) A written report is prepared (in consultation with the Principal) detailing the result of the review. A summary of this report shall be tabled and discussed “in committee”, at a board meeting. The Principal may or may not be present at the tabling and discussion of the report.
   f) In the event of any dispute relating to the appraisal process or outcomes, an independent mediator, agreed to by all parties, will be called upon to mediate. Ultimately, the Board will carry responsibility for any final decision.
   

7. All documentation related to the Principal’s appraisal shall remain confidential to the Principal and the Board unless the Principal agrees otherwise.
   

8. Appraisal documentation will be retained for a period of three years or until such time as the Principal leaves the School. At the end of the period, the documents will be returned to the individual, or destroyed if the Principal is not able to be contacted.
   

9. The endorsement for the Principal applying for the issue or renewal of a practising certificate will be completed and signed by the Board Chairperson and a second endorser, who must be a teacher who has a fully practising certificate. The second endorser will engage in the Principal appraisal process bringing their understanding of the Code of Professional Responsibility, STP and their depth of knowledge and skills applied to practice on behalf of the profession. This person will participate in a conversation with the Principal and the Board Chair informing the annual summary report statement that the Principal has met the Code of Professional Responsibility and STP.
   

10. This statement of intent is supported by the Principal’s Appraisal Process, Job Description, Professional Standards and the ‘Our Code, Our Standards’ for the Teaching Profession.
    

REFERENCE:

NZSTA Guidelines for Primary Boards of Trustees – Primary Principals’ Performance Review: https://www.nzsta.org.nz/advice-and-support/employment/performance-management/principal-performance-management/

Principal Appraisal Process

May

• Initial meeting in May between the Principal, Board Chairperson (and outside appraiser if applicable).

• Negotiate and agree on annual professional and personal goals based upon:
  - identified needs from previous appraisal
  - goals from the school’s strategic and annual plans
  - performance expectations in job description including professional standards.

• Principal’s professional development needs are considered.

June

• Principal or consultant writes up the Principal's performance agreement.

• Plan is signed off by the Board Chairperson and Principal and presented at the next Board meeting.

July - February

• Appraiser begins data collection from agreed contributors.

• Principal gathers own data / evidence.

• Mid cycle review – Principal, Board Chairperson and appraiser meet in Term 3 and 4 to check on progress and achievement, give feedback, discuss concerns and plan to address the concerns. Performance agreement adjusted if required.

• Continue data collection.

March

• Principal reviews progress made towards achieving goals and identifies rewarding and disappointing aspects of the year.

• Appraiser collates data, reviews the Principal's self review and prepares for the final appraisal interview.

April

• Final appraisal interview. Appraiser and Principal discuss achievements, concerns.

• Principal discusses evidence of achievements of performance agreement goals, professional standards and practising teacher criteria standards for the teaching profession.

• Appraiser provides evidence from his/her data gathering.

• Appraiser and Principal co-construct the final report. Include successes and options for future development. Agree on a report format to be presented to the board. Appraiser and Principal to share report with the Board Chairperson.

• A summary report including the conclusions of the appraisal is tabled and discussed “in committee” at a board meeting in April. The board formally accepts the appraisal and acknowledges the next steps.