1. Professional Review Process for Heads / Principals
Independent Schools of New Zealand
21 June 2014

2. At a Glance .... Background Guiding Principles The Process
Key Features

3. Background Context Development
Principal appraisal as a key governance responsibility
Developments within the sector and education generally
Concerns about existing practices
Development
Academic
HR Consultant
Governance / Education Consultant
Reference Group

4. Guiding Principles Responsive to school context
Contribute to good governance
Add value
Process rather than event
Collaborative approach
Clarity of expectations
Formative
Reflect good practice
Reflect the responsibilities of Heads of independent schools

5. The Process

6. Key Features Reference to School strategic goals and values
SMART goals
Capabilities
Self-Appraisal
Feedback
Focused Meetings
Development Plan

7. School Strategic Goals and Values
Goals and capabilities should be aligned to the strategic goals and values of the school
If no strategic plan, templates are provided to guide discussion and development

8. SMART Goals Outcomes and deliverables
Expected to be achieved through the course of the year or review cycle
Common categories include:
Financial
Human Resources
Key Stakeholders
Business Processes
Educational
SMART
Specific
Measurable
Agreed
Realistic
Timeframe

9. Capabilities Inputs and Behaviours Leadership Teaching and Learning
Relationship with Board
School Values
Strategic Planning
Boundary Management
Management
Knowledge of Educational Research
Relationship with Community
Personal Characteristics / Values
Faith Formation
Pastoral Care / Student Wellbeing

10. Teaching and Learning Definition
Develops and implements teaching and learning policies, processes and programs to guide the development of staff and students towards reaching their full potential

11. Teaching and Learning Actions and Behaviours
Demonstrates expert knowledge of the core businesses of teaching, learning, curriculum, assessment and reporting
Applies knowledge and understanding of pedagogy to inform, plan, implement, monitor and evaluate teachers, learning, assessment and reporting practices across the school
Demonstrates leadership of the school community to develop, articulate and commit to a shared vision of quality teaching and learning
Applies expert knowledge and understanding of student learning, development and behaviour
Demonstrates sound judgement and ability to design, implement and evaluate a range of legislative, curriculum and policy requirements including NAPLAN results

12. Management Definition
Builds and maintains sound knowledge and understanding of the business environment and applies commercial expertise.
Develops and implements agreed resource structures to attract, retain, and motivate teachers and support staff to achieve school goals

13. Management Actions and Behaviours
Displays a sound understanding of effective financial management principles within an educational setting
Leads the development of the school’s business and operational plans in accordance with agreed priorities and strategic objectives
Develops the school’s organisation structure and resourcing models within budgetary constraints
Aligns teams with organisation values and goals through effective people management strategies
Leads, encourages, inspires, and supports staff to develop confidence and capability helping them realise their full potential

14. Self Appraisal
Provides opportunity for focused self reflection consistent with the agreed appraisal framework
Reflects capabilities and items in stakeholder questionnaires to support comparisons

15. Feedback Range of forms Range of stakeholders Board members Executive
Staff
Parents
Students
Range of forms
Interviews
Questionnaires / Surveys

16. Review Meetings Initial Planning Meeting Mid-cycle Progress Discussion
End of cycle Meeting

17. Development Plan Culmination of the process
What it’s really all about
Primary aim is to support improvement and growth

18. What has the AIS experience been?
The planning phase is critical
Who, what, where, why and how
Ratings need to be meaningful
Percentage versus text
Questionnaire needs to be easily completed
Process needs to be collaborative
Implementation is still key
As is purpose

19. Any Questions?

20. Contact Details Louise Bailey Director: HR
Level 12, 99 York Street, Sydney NSW 2000
Phone (02) Fax (02)
Web aisnsw.edu.au
ABN