Appraisal Policy

Rationale: To ensure the retention and development of high quality teaching staff by appraising educators, teachers, supervisors and management in a way that is equitable and ethical

Policy:

1. Bright Beginnings is committed to providing teachers and staff a process with which to review their performance. This will include-
   1. The value the appraised staff member has added to the relationships within the centre;
   2. The aspects of practice Bright Beginnings wishes to strengthen in the appraised member’s role;
   3. The member’s contribution to the vision and goals of Bright Beginnings.
2. Bright Beginnings is committed to providing teachers and staff with formal feedback about their performance against key performance Indicators in a professional context and in a manner that is transparent.
3. Bright Beginnings will clarify the process of appraisal and make explicit the roles of the appraised and the appraiser.

Recommended procedure:

1. Appraisal meetings for teachers and staff will occur throughout the year in agreement with the staff and management.
   1. Appraised staff members will have a formal appraisal meeting, which occurs annually, where their performance is attested to, key performance indicators as outlined in their job expectation and satisfactory teacher dimensions (as outlined by The NZ Teacher Registration Council);
   2. Information gathered for attestation could include reviews from colleagues, management, self-review and parents/whanau members;
   3. Teachers will aim to meet with management each term to plan and discuss their individual learning and development.
2. The role of the appraised is to-
   1. Come to their annual appraisal meeting prepared with the provided appraisal document completed;
   2. Come to their annual appraisal meeting with their personal Teaching Story prepared;
   3. Reflect on and discuss performance, future goals and plans;
   4. Be honest about professional development needs;
   5. Be open to supportive suggestion.
3. The role of the appraiser is to-
   1. Provide an opportunity for the appraised staff member to reflect on their professional practice, their goals and decisions for the year to come and how this aligns with their plans for learning and development;
   2. Offer feedback or suggestions about aspects that could be considered as priorities for focus of development.
   3. Attest to the appraised staff member meeting/not meeting Key Performance Indicators and satisfactory teacher dimensions.
4. Appraisal meetings are not a time to bring up new issues of competence. New issues of competence should be raised prior to formal appraisal meetings, being addressed as they occur throughout the year.
5. Management, in agreement with the appraised staff member, will schedule appraisal meetings.
   1. Management may offer for the appraised staff member to invite a support person to the meeting.
6. Teachers, senior teachers and management will undertake a performance measurement system that is appropriate for their level of responsibility, registration status and teaching experience.
7. Both the appraiser and the appraised need to sign and date the final appraisal documentation.
8. The appraisal documentation will be filed in individual staff folders.