An effective staff appraisal process in schools, colleges and other education establishments provides ongoing opportunities to recognise your teachers’ and support staff members’ successes and to give them constructive feedback on their performance.
Here are our 5 top tips to help with reviewing your team’s development.
Decide when, where and how often you are going to meet to review progress, and stick to it! All review meetings should typically take place before 31st October for teachers and 31st December for Leadership staff. Remember that all reviews should be completed before any pay decisions are taken and the cycle is repeated.
The focus should be on the appraisee, with no distractions. Turn off phones and ideally find a venue away from your office, where you are less likely to be disturbed. Review meetings are confidential and should only be attended by the appraiser and appraisee. If your appraisee has a different line manager, ensure that you allocate time to speak before meeting to discuss the staff members’ progress.
Make sure that your staff are prompted about how to prepare for their review meetings in advance. Advise them to follow these simple steps.
Of course, you’ll both have to analyse the reasons why an objective has not been met. Ask yourself:
A great portfolio of evidence can not only illustrate that staff have met their targets, but also highlight that staff have met the high standards required. The evidence is essential to back up pay progression decisions and a good system will involve many key stakeholders too.
SchooliP provides a robust framework for staff appraisal and development and tracks the dialogue between the appraisee and appraiser. It’s easily accessible through both web and mobile app too!
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