TEACHER PERFORMANCE APPRAISAL MINISTRY OF EDUCATION TEACHER PERFORMANCE APPRAISAL

What is Performance Management? The means by which managers ensure that employees’ activities and outputs are aligned with the goals of the organization. Performance management is fundamental to gaining competitive advantage and organizational effectiveness

Performance Appraisal IS NOT!!! A routine, pointless form-filling exercise checked off and forgotten It is not an instrument used to weed-out or punish staff that is not performing up to standard 3

What is Performance Appraisal? Performance Appraisal is a powerful management tool; it is a formal assessment/evaluation of the performance of an employee/employees It determines whether the employee's performance meets the required standard of the post which he/she occupies.

What is Performance Appraisal? Cont’d It is designed to measure objectively and systematically an individual’s performance with a view for feedback and action It identifies the strengths & shortcomings of employees and assist them in attaining maximum potential

Why is Performance Appraisal Important to Teachers? A properly designed and managed appraisal process is the most efficient and cost effective means of identifying and managing teacher performance and development needs. It is also the best method to focus teachers on those activities that will deliver the greatest impact on schools’ learning culture

Objectives of Teacher Appraisal To standardize the process of evaluation across schools at all levels To provide for fair, effective, and consistent teacher evaluation in every school To ensure that students receive the benefit of an education system staffed by teachers who are performing their duties satisfactorily

Objectives of Teacher Appraisal To provide a system and a mechanism for effective coaching and monitoring of teachers to strengthen schools and improve the performance of students To promote professional growth

What are the components of P.M.A.S? Defining Performance Measuring Performance? (Appraisal) Providing feedback Closing performance gap Planning career development Rewarding performance

P.M.A.S. Focus STRATEGIC - Link employees’ activities to the strategic goals of the organization - Assesses & deploy skills in the organization - Conduct effective job analysis

P.M.A.S. Focus ADMINISTRATIVE - Promotions - Retentions/Appointments

P.M.A.S. Focus DEVELOPMENTAL - Diagnose strengths & short comings - Improve performance - Staff / Career development

Fundamental Principles & Values Effective Communication Objectivity Transparency Fairness Equitable Treatment Mutual Respect & Trust

Roles & Responsibilities of Key Players MANAGER & SUPERVISORS Assist staff in understanding their responsibilities, developing their Work Plans and setting performance standards. Monitor staff performance Keep a log of their activities Provide ongoing feedback Provide coaching & mentorship

Roles & Responsibilities of Key Players EMPLOYEES Know the mission, objectives & policies of the organization Be familiar with the operational plan of your department/school Know your 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

Who can appraise the teacher? Territorial Education Officer The Chairman/Vice Chairman of the School Board The Principal The Vice Principal The Head of Department/ Grade Coordinator The Teachers

The Appraisal Team Each appraisal will be conducted by a team and not the Principal alone. There should be no less than 3 persons on the appraisal team The Principal or his/her designate will conduct the final performance review meeting with the teacher.

The Appraisal Team (Cont’d) The Appraisal cannot be conducted without The following persons: The Principal The Head of Department/ Grade Coordinator A professional within the school chosen by the appraisee

The Guidance Counsellor 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)

The Guidance Counsellor 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.

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

OVERVIEW All teachers will be appraised annually. The process is ongoing and involves a three stage cycle. Begins when the teacher starts the job to end of school term or tenure.

OVERVIEW Identified challenges should be referred for relevant professional development training. A report on performance must be made annually to the School Board.

OVERVIEW Evaluation records are made available to the MOE, the Principal and the School Board Chairman. Performance Appraisal Forms are permanent official records.

THREE STAGE CYCLE

THREE STAGE CYCLE PLANNING – Beginning of tenure/school year STAGE 1 Teachers Action Plan/Guidance Counsellors Programme Agreed Goals Beginning of tenure/school year STAGE 1 MONITORING – Curriculum Implementation Action Plan/ Programme Delivery Observation by stakeholders/ Informal reviews Documentation of successes and concerns. Throughout each term/ Daily STAGE 2 REVIEW – Review session convened. Observations and Documentations reviewed. Appraisal Instrument Rated/Scored STAGE 3 End of tenure/year

STAGE 1 - Planning Ensure there is a job description Match individual attributes to job requirements. Explain the process. Establish and Link job objectives and standards of performance. Develop Action Plan

Developing Your Action Plan Assess students to find areas that need improvement (check students records, do diagnostic tests). Action Plan should be aligned with the SIP Meet with your supervisor Objectives should be SMART

The Action Plan Developed at the beginning of the Appraisal Period Goals & Objectives must be measurable and evidence based Achievement must be in your power Will form part of your final assessment

STAGE 2 - Monitoring Performance – throughout the year -give feedback regularly! Termly reviews – mini performance reviews. Incident Review and Feedback Form

Incident Review & Feedback Record significant accomplishments or failures ONLY. E.g. Initiative, judgment, dependability, resourcefulness, co-curricular, teamwork/collaboration. Provide coaching and feedback.

STAGE 3 - REVIEW Notification Review of Appraisal File Check Performance Factors (Plan) Draft Provisional Assessment Think Ahead – Ask Questions USE MANUAL – Performance Standards Descriptors.

Teacher Appraisal Instrument The main body of the instrument is divided into three parts Observation of teaching skills Teacher professionalism Leadership & Management (for middle managers e.g. Supervisors)

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

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.

The Review Session FORMAL Outline Agenda & Process Directed by Team Leader Ask questions Listen USE the MANUAL Discuss Identify - APPRAISAL ACTION PLAN End on a positive note

ACTION PLAN Planning to improve on weaknesses. Set agreed goals/targets/tasks. Be SMART – Use form Action Plan will be rated at next appraisal and influence the next appraisal score.

The Appeal Process Should a teacher/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 his/her Supervisor, Head of Department, or Principal When all efforts to resolve has been exhausted an official appeal should be registered to the Board Chairman All appeals must be in writing

The Appeals Committee The Committee will comprise The Chairman The Education Officer A teaching colleague (from the school)

The reward for work well done is the opportunity to do more work (Dr. Jonas Salk)

End of Presentation