The Appraisal Process

1. As early as possible within the first term of the school year, or within the first term after commencing employment, each member of staff is allocated an appraiser. Appraisals are made for teaching staff, non-teaching staff, and the principal.

2. Within the first term of the school year, each appraisee and appraiser agree on development objectives to be met during the appraisal period. These arise from the job description, and reflect matters raised in the previous year’s appraisal report, and the school's strategic goals established for the year. Performance objectives relating to unit responsibilities are also considered.

3. For each development objective identified, the parties discuss the assistance or support needed to meet it.

4. During the year, the appraisal process involves:

   • checks by the appraiser, including observation

   • self appraisal, against the appraisee's agreed objectives.

If an appraiser leaves during the year, arrangements are made to replace them as soon as is practicable.

1. Before the end of the year appraisal meeting, the appraisee gives their completed Self Appraisal report to their appraiser.

2. Both parties meet and discuss how the objectives set at the start of the year have been met.

3. The appraiser writes an appraisal report, taking into account the self-appraisal form. The report recognises areas worthy of commendation, and professional development needs for the following year.

4. The appraisal report is signed by both parties and a copy is given to the principal and put in the appraisee’s personnel file. The copies of the appraisal are confidential to the parties mentioned.

The Education Review Office has the legal right, under the Education Act, to access appraisal reports to ensure that the procedures outlined in this policy are being followed. To this end, a separate folder, containing only copies of appraisal and attestation reports, is kept within each staff member’s personnel file for seven years, and then destroyed.

A staff member who believes that the appraisal process has not been correctly followed and/or that the conclusions of their performance appraisal are inaccurate, can lodge an appeal with the principal. The principal, or their nominee, will conduct a review.

Appraisal of the Principal

It is the policy of the board of trustees to review the performance of the principal on an annual basis with the objective of ensuring high quality education opportunities for the students of the school.

The performance of the principal is the responsibility of the chairperson or delegate(s). The chairperson and the principal set the time frame for the year's appraisal. The initial meeting is held early in the first term. The chairperson may use an independent appraiser or consultant.

Any teaching duties are appraised by either:

• a peer principal

• an appointed professional (agreed by both parties).

The chairperson or delegate reports the outcome to the board of trustees. The principal will have an opportunity to directly address the board before it discusses or make any decision on the adoption of the report. The report remains confidential to the principal and board and their agents unless both parties agree to wider distribution.

Appraisal of the principal has two elements:

Accountability – in leading the school and managing the quality of teaching.

Development – objectives relating to both organisational goals and personal professional development goals.

The principal's annual performance agreement includes:

· the time frame of the initial meeting, monitoring events, the formal end-of-appraisal interview and final report to the board

· an outline of performance expectations: key tasks, expected results, and performance indicators

· the professional standards for principals according to Schedule 2 of the Primary Principals' Collective Agreement

· job description

· the school's strategic and annual operating plans

· the Education Council of New Zealand criteria for registration and certification as a teacher

· sign-off by both principal and board chair.

Appraisal of Teaching Staff

The appraisal of all teaching staff, including job share, part time and long term relieving teachers, is an annual process that has been developed to enhance teacher effectiveness and thus promote student learning.

Appraisals are open, frank, positive and confidential, and based on:

• job descriptions

• Practising Teacher Criteria (PTC)

• professional standards for teachers from the Collective Employment Agreement

• salary unit responsibilities, if applicable

• school curriculum development priorities

• Ministry of Education initiatives

• strategic planning objectives.

The principal reports the completion of the appraisal process to the board of trustees.

Non-teaching staff are normally appraised by the person to whom they are directly responsible.

Attestation

There are two sets of professional standards for teachers in New Zealand against which the principal must attest each teacher.

• Attestation of teachers against the professional standards for salary purposes must be completed annually by the principal. Full documentation of this process must be kept, detailing the evidence used to attest or not. Attestation involves comparing each teacher’s performance against the relevant professional standards to confirm that they have met the standards required. The professional standards are supplied as an appendix to the employment agreement.

Should a principal not attest, salary progression can be deferred and a support and guidance or competency process would be started or continued. Further information is available in the collective agreement.

• Attestation against the Practising Teacher Criteria is required to support an initial application and renewal for registration to the Education Council of New Zealand.

The principal reports to the board annually that all teachers have been assessed against the professional standards and the Practising Teacher Criteria.

Appraisal of Non-Teaching Staff

Staff appraisal is a process that has been developed to enhance effectiveness. Non-teaching staff are normally appraised by the person to whom they are directly responsible.

Appraisals are open, frank, positive and confidential, and based on:

• job descriptions

• school priorities

• the staff member's professional development requirements.

The principal reports the completion of the appraisal process to the board of trustees.

Reviewed May 2022