1. MINISTRY OF EDUCATION PERFORMANCE MANAGEMENT & APPRAISAL SYSTEM
Guidance Counsellor Performance Appraisal

2. Performance Management
The means by which managers ensure that employees’ activities and outputs are aligned to the goals of the organization.
Performance management is fundamental to performance improvement and organizational effectiveness

3. Why is Performance Appraisal Important to Guidance Counsellors?
A properly designed and managed appraisal process is the most efficient and cost effective means of identifying and managing the guidance counsellor’s performance and developmental needs.
It is also the best method to focus guidance counsellors on those activities that will deliver the greatest impact on the school’s learning culture.

4. Objectives of Guidance Counsellor Appraisal
To standardize the process of evaluation across schools at all levels
To provide for fair, effective, and consistent guidance counsellor evaluation in every school

5. Objectives of Guidance Counsellor Appraisal Cont’d
To ensure that students receive the benefit of an education system led by guidance counsellors who are performing their duties satisfactorily
To provide a system and a mechanism for effective coaching and monitoring of guidance counsellors
To promote professional growth

6. What are the components of the Guidance Counsellor Appraisal Programme?
Defining Performance
Measuring Performance? (Appraisal)
Providing feedback
Planning Developmental Activities
Monitoring

7. The Performance Evaluation Model
The process should be on-going and involves a three-stage cycle
Planning
Monitoring
Review

8. The Appraisal Team The Guidance & Counselling Education Officer
The Principal
Teacher Selected by the Appraisee
Head of Department / Senior Teacher
PTA Representative
Student Representative (High Schools, Junior High & All Age Schools only)

9. The Appraisal Team (Cont’d)
Each appraisal will be conducted by a team and not the Guidance & Counselling Education Officer alone. There should be no less than 4 persons on the appraisal team.
The Supervisory Officer or his/her designate will conduct the final performance review meeting with the guidance counsellor.

10. The Appraisal Team (Cont’d)
The appraisal cannot be conducted without the following persons:
The Guidance & Counselling Education Officer
The Principal
A professional within the school chosen by the appraisee

11. Roles & Responsibilities of Key Players
Guidance & Counselling Education Officer & Principal
Assist guidance counsellors to understanding their responsibilities.
Assist guidance counsellors to develop their Action Plans and setting performance standards.
Monitor guidance counsellors’ performance.
Keep a log of their activities.
Provide ongoing feedback.
Provide coaching & mentorship. 11

12. Roles & Responsibilities of Key Players
GUIDANCE COUNSELLOR
Know the mission, objectives & policies of the organization ( MOE & school)
Know his/her job description
Maintain & improve knowledge & skills
Know & agree to performance expectations and assessment criteria
Know & understand consequences for poor performance
Produce & maintain output of high quality 12

13. The Appraisal Instrument
The main body of the instrument is
divided into five parts.
Administrative
Preventive
Interventive
Supportive
Personal & Professional Development

14. Measuring Performance
Rating Scale
Each performance factor/attitude on the Performance
Appraisal Form is rated in one of four categories
Unsatisfactory: Performance not meeting position requirements & is therefore unacceptable
Area of Concern: Performance is at minimally acceptable level & must improve
Meets Expectations: Performance consistent in meeting all expectations
Exceeds Expectations: Performance above average; exceeds requirements for the job.

15. Positive Approach to Appraisal
Be proactive
Be prepared
Do self assessment
Be objective
Be communicative
Be cooperative 15

16. The Appeal Process
Should a guidance counsellor disagree with results of his/her performance appraisal. He/She should note it in the space provided on the appraisal form
Discuss disagreements with the Supervisory Officer/Principal
When all efforts to resolve has been exhausted an official appeal should be registered to the Chairman of the School Board
All appeals must be in writing

17. The Appeals Committee The Committee will comprise
Chairman of the School Board
Supervisory Education Officer of the School
Vice Principal/ Senior Teacher
A teaching colleague (from the school)

18. The reward for work well done is the opportunity to do more work (Dr
The reward for work well done is the opportunity to do more work (Dr. Jonas Salk) Have A Rewarding Day!!!

19. THE END