Professional Growth Cycle and Performance Management

Professional Growth Cycle and Performance Management Policy

St Patrick’s Catholic School

“So God created man in his own image, in the image of God he created him; male and female he created them.”

Genesis 1:27

RATIONALE

The Board of St Patrick’s Catholic School will ensure that all staff have the ability to grow and develop in their roles and are supported to meet the requirements of their job descriptions and the Professional Standards.

PURPOSES

All staff are appraised annually against their Job Description/Professional Standards to provide an opportunity to:

• Identify areas of growth and development

• Access Professional Development

• Identify areas that require development

• Move through career and pay progressions

GUIDELINES

1. All staff will have the opportunity to take part in a professional growth cycle (PGC) or appraisal

2. The Board delegates the responsibility for performance PGCs and appraisals to the Principal

3. The Board will undertake the appraisal of the Principal annually

4. Appraisal reports will be confidential to the parties involved

5. Any dispute related to the appraisal process or its results will be referred to the Principal, or in the case of the Principal’s appraisal, to the Board.

PROCEDURE

Teaching Staff

1. Teaching Staff will take part in an annual Professional Growth Cycle, as outlined in Appendix 1

Each teacher will know:

• who their Impact Coach is

• the timeline for coaching

• the process for dealing with disputes

2. The principal will use the evidence gathered through Impact Coaching, and discussions with Impact Coaches, to complete attestation for each teacher on their anniversary date

3. Part-time teachers may request to take part in the PGC process but will need to take part in Professional Learning and Development to be attested by the principal

Support Staff

1. Support Staff will be appraised by the SENCo

2. Support Staff will be appraised against their current job description

3. The principal will use evidence gathered from their appraisal and discussions with the SENCo to decide if support staff move through pay progressions each year on their anniversary

Principal

1. The Board takes responsibility for the principal’s appraisal

2. At the Board’s discretion, an independent consultant who specialises in education, and is able to review the effectiveness of the education provided, may be utilised

3. When such a consultant is used, the parameters and processes of the appraisal will be approved by the Board

4. The appraisal process will result in a written assessment of the Principal’s performance on an annual basis, identifying any training/professional development needs for the Principal to undertake.

5. The Presiding Member or delegate(s) will report the result of the appraisal back to the Board. This will be discussed in committee

6. The results of the appraisal are confidential to the Principal, the Board and their agents unless both parties agree to wider distribution.

Ratified: 27 October 2021

Appendix 1: