Looking Back for the Future: Using Appraisal and Self-Evaluation to Guide Future Development

Appraisal… dirty word? or positive opportunity?  Judgement?  Assessment?  Evaluation?  Fear of failure?  Goal setting?  Career development?  Self-evaluation?  Opportunity to raise issues? We determine how the word APPRAISAL is interpreted by the way we use it.

Appraisal – what is it for? Aims to:  examine, evaluate and improve a teacher’s performance (classroom, pastoral, boarding, extra-curricular)  provide an opportunity for teachers to further their future personal and professional development  guide the evaluation and development of departments within the aims set out by the school development plan.

Appraisal – how is it done?  Looking back To examine and evaluate strengths and areas for development By Self By those above (Head of Department, SMT/SLT etc.) By those below (students, members of department) To learn from mistakes … we all make them… … to see how we have been doing in order to best plan for the future.

Appraisal – the present The process:  Information gathering from: Lesson / activity observations Teacher themself  Self-evaluation ensures ownership guides discussions  Discussion Individual meetings with line manager and Head Master (or SMT/SLT member)

Appraisal – looking to the future In discussion with Staff member and line-manager agree on future actions:  Areas for development  Discuss expectations  Set targets that are… Aspirational but achievable Specific Clear temporal criteria  Provide or suggest appropriate training or CPD

Appraisal – looking to the future  Performance Related Pay? Clear criteria Based on achievement of targets set in discussion with staff member Supported by appropriate training

Appraisal – key elements  A positive focus on future performance and development  Self-evaluation  Effective systems for information gathering  Time to Synthesise a large amount of information Meet and discuss with member of staff  Pro-active follow up on agreed actions

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