1. Appraisal and the development of staff
Regional FTP Workshop
Appraisal and the development of staff

2. Why? Chance for professional discussion Required for attestation
Required for NZTC registration every 3 years
Mix of personal goals and Registered Teacher Criteria components. Our system tries to satisfy both.

3. What? Is it purely developmental? Is it purely to meet the RTCs?
Can it be a mix of each?
It should be useful or it becomes a tick box exercise

4. Who?
Up to the school
In secondary it’s usually with your ‘line manager’ – so Principal appraises SMT/some HODs; SMT appraise HODs; HODs and Asst HODs appraise teachers
We have 140 staff – aim for each person (except me) to do no more than 4 staff; I do 13
Every school organises this to suit itself
Probably best not to have friends appraising friends
Needs a degree of rigour built in

5. How? As many versions as there are schools
Best if the staff buy into the model you use
Good to review it regularly and make changes as circumstances change – implementation of RTCs was a good reason to review it. We set up a Learning group that looked into this over a year and then brought ideas to the staff for approval
No requirement to deliver in any one format – we have google docs, myportfolio, paper…whatever works for the staff member concerned is ok by us

6. When?
Every year?
NZTC sign off every 3 years
How do they mesh?

7. The (newest) WGC model
Changes made for RTCs; further refined each year based on good practice
2015 model…
Departments set goals for the year based on school’s annual goals
4 March TOD for departments. Talked about goals for the year, then by the end of the day each staff member had to decide on ONE goal. Had to be after discussion with HOD and department. Public process – ultimately sent to AP looking after appraisal
Learning groups set up after this so that people working on similar things could support each other
Lesson observations/check ins at least once during the year/end of year review
Seems to have been well received – time for reflection; single focus likely to be achieved

8. And the RTCs
Aligned to the appraisal goal we had an RTC form distributed that showed how staff were already meeting the RTCs
Staff are encouraged to keep an RTC document they add to each year (google doc, different colour per year) so they can easily see gaps and what needs development
Relatively easy to align both at the start of the year so you can double dip – it needs to be easy to manage both if you want them done well

9. WGC Support staff model
Based around Job description
Line manager is the person responsible
Start of year goal discussion
Regular check ins
Personal response form before final meeting
End of year summary

10. WGC Principal’s appraisal
Designed by BOT and Principal in consultation
Iterative through a google doc with different colours
February – Principal sets goals
May – check in; make changes to goals as necessary
August – check in
December – final meeting for the year. Talk about probable goals for the following year
I also complete the RTCs which my BOT chair sights every 3 years when I apply for registration renewal

11. Principal’s appraisal - headings
Setting goals – Business as usual & Project or stretch goals
PD goals
Feedback plan
Mid year check in
Wrapping up – summary; highlights; lessons learned; comments from Chair
Looking forward
ERO thought it was rigorous – I think it’s great! Helpful, supportive, not always easy to get BOT’s ideas for development though. Relies on me…

12. Some comments
‘No need for a formal appraisal, I appraise you every day’ – nonsense!
Regardless of the requirement for it, you and your staff deserve this time for feedback
Be selfish about it – demand it! It’s your BOT Chair’s responsibility to make it happen and ERO will ask for it every time they visit
Expect 360 feedback
It’s really hard hearing nice things about yourself; it’s much easier to focus on the negative!
External appraisal? Has to be negotiated. There can be pitfalls.