Appraisal Policy. Updated: June 2016 Next Update: June 2019

Transcription

1 Appraisal Policy Updated: June 2016 Next Update: June 2019 Du Cane Road London W12 0TN Tel: Fax: Headteacher: Claire Maynard Web:

2 Purpose This policy sets out the framework for a clear and consistent assessment of the overall performance of teachers, including the headteacher, and for supporting their development within the context of the school s plan for improving educational provision and performance, and the standards expected of teachers. Application of the policy The policy applies to the headteacher and to all teachers employed by the school or local authority, except those on contracts of less than one term, those undergoing induction (ie NQTs) and those who are subject to the associated capability procedure. The policy should be read in conjunction with the school s pay policy. The policy also applies to support staff in the school. Appraisal in this school will be a supportive and developmental process designed to ensure that all teachers have the skills and support they need to carry out their role effectively. It will help to ensure that teachers are able to continue to improve their professional practice and to develop as teachers. The appraisal period The appraisal period will run for twelve months from 1 st November to 31 st October. Teachers who are employed on a fixed term contract of less than one year will have their performance managed in accordance with the principles underpinning this policy. The length of the period will be determined by the duration of their contract. Where a teacher starts their employment at the school part-way through a cycle, the headteacher or, in the case where the employee is the headteacher, the governing body shall determine the length of the first cycle for that teacher, with a view to bringing his/her cycle into line with the cycle for other teachers as soon as possible. Appointing appraisers The headteacher will be appraised by the Governing Body, supported by a suitably skilled and/or experienced external adviser who has been appointed by the Governing Body for that purpose. In this school the task of appraising the headteacher, including the setting of objectives, will be delegated to a sub-group consisting of two members of the Governing Body. The headteacher or senior leaders will appraise other teachers. The headteacher, senior leaders or senior TA will appraise all support staff. Page 2 of 15

3 Setting objectives The headteacher s objectives will be set by the Governing Body after consultation with the external adviser. Objectives for each teacher will be set before, or as soon as practicable after, the start of each appraisal period. The objectives set for each teacher, will be Specific, Measurable, Achievable, Realistic and Time-bound and will be appropriate to the teacher s role and level of experience. The appraiser and teacher will seek to agree the objectives. Objectives may be revised if circumstances change. The school operates a system of moderation to ensure that all appraisers are working to the same standards. Targets will be moderated across the school to ensure that they are consistent between teachers with similar experience and levels of responsibility. Should the objectives not be agreed, the final decision on allocation of objectives rests with the headteacher. The agreed objectives will contain a description of what success may look like in accordance with the schools teaching and learning policy. Where use of numerical targets is appropriate, these will be reasonable, in the circumstances in which the teacher works and it will be recognised that factors outside teachers control may significantly affect success. The objectives set for each teacher will, if achieved, contribute to the school s plans for improving the school s educational provision and performance and improving the education of pupils at that school. Before, or as soon as practicable after, the start of each appraisal period, each teacher will be informed of the standards against which that teacher s performance in that appraisal period will be assessed. All teachers will be assessed against the set of standards contained in the Teachers Standards document and the Professional Skills Level Descriptors (see appendix 1). The headteacher or governing body will need take into account any other sets of standards published by the Secretary of State that are relevant to them. Reviewing performance - Observation This school believes that observation of classroom practice and other responsibilities is important both as a way of assessing teachers performance in order to identify any particular strengths and areas for development they may have and of gaining useful information which can inform school improvement more generally. All observation will be carried out in a supportive fashion (see appendix 2). In this school teachers performance will be regularly observed. The amount and type of classroom observation will depend on the individual circumstances of the teacher and the overall needs of the school, however, formal observations usually take place on a termly basis. Book Looks will form an essential part in evaluating teacher performance. Classroom observation and Book Look will be carried out by those with QTS. In addition to formal observation, headteachers or other leaders with responsibility for teaching standards may drop in or use learning walks in order to evaluate the standards of teaching and to check that high standards of professional Page 3 of 15

4 performance are established and maintained. The length and frequency of drop in observations will vary depending on specific circumstances. Teachers (including the headteacher) who have responsibilities outside the classroom should also expect to have their performance of those responsibilities observed and assessed. Development and support Appraisal is a supportive process which will be used to inform continuing professional development. The school wishes to encourage a culture in which all teachers take responsibility for improving their teaching through appropriate professional development. Professional development will be linked to school improvement priorities and to the ongoing professional development needs and priorities of individual teachers. The school s CPD programme will be informed by the training and development needs identified as part of the appraisal process. The governing body will ensure in the budget planning that, as far as possible, resources are made available in the school budget for appropriate training, and support agreed for appraisees, maintaining access on an equitable basis. An account of the training and development needs of teachers including the instances where it did not prove possible to provide any agreed CPD, will form a part of the headteacher s annual report to the governing body about the operation of the appraisal process in the school. With regard to the provision of CPD in the case of competing demands on the school budget, a decision on relative priority will be taken with regard to the extent to which: a) The training and support will help the school to achieve its priorities. b) The CPD identified is essential for an appraisee to meet their objectives. Account will be taken in a review meeting of where it has not been possible for teachers to fully meet their performance criteria because the school has not been able to provide the necessary support. Feedback Teachers will receive constructive feedback on their performance throughout the year and as soon as practicable after observation has taken place or other evidence has come to light. Feedback will highlight particular areas of strength as well as any areas that need attention. Where there are concerns about any aspects of the teacher s performance the appraiser will meet the teacher formally to: Give clear feedback to the teacher about the nature and seriousness of the concerns. Give the teacher the opportunity to comment and discuss the concerns. Agree any support (e.g. coaching, mentoring, structured observations), that will be provided to help address those specific concerns. Make clear how, and by when, the appraiser will review progress. In particular cases, it may be appropriate to revise objectives, and it will be necessary to Page 4 of 15

5 allow sufficient time for improvement. The amount of time allowed for improvement will reflect the seriousness of the concerns. Explain the implications and process if no or insufficient improvement is made. When progress is reviewed, if the appraiser is satisfied that the teacher has made, or is making, sufficient improvement, the appraisal process will continue as normal, with any remaining issues continuing to be addressed through that process. Annual assessment Each teacher's performance will be formally assessed in respect of each appraisal period. In assessing the performance of the headteacher, the Governing Body will consult the external adviser. This assessment is the end point to the annual appraisal process, but performance and development priorities will be reviewed and addressed on a regular basis throughout the year in interim meetings which will take place at least once a term (following observation) and a formal mid-year review. The teacher will receive as soon as practicable following the end of each appraisal period and have the opportunity to comment in writing on - a written appraisal report. In this school, teachers will receive their written appraisal reports by 31 October (31 December for the headteacher). Self-assessment Teachers will be invited to assess their own practice and performance, both verbally in meetings and using the reports detailed below. The appraisal report (see appendix 3) will include: Details of the teacher s objectives for the appraisal period in question. An assessment of the teacher s performance of their role and responsibilities against their objectives and the relevant standards. An assessment of the teacher s training and development needs and identification of any action that should be taken to address them. A recommendation on pay where that is relevant (NB pay recommendations need to be made by 31 December for headteachers and by 31 October for other teachers). Other relevant information relating to the appraisal. The assessment of performance and of training and development needs will inform the planning process for the following appraisal period. The mid-year appraisal report (see appendix 3) will include: Progress towards meeting objectives. Strategies employed to meet the objective. CPD undertaken to date. Other relevant information relating to appraisal Page 5 of 15

6 Teachers who make insufficient progress If serious weaknesses are identified in a teacher s or headteacher s performance, he/she will be notified in writing that the appraisal system will no longer apply and that their performance will be managed under the capability procedure, and will be invited to a formal capability meeting. At the initial stage of the capability procedure, the teacher and their representative should be provided with the evidence from the performance management process which has prompted the move to capability procedures. Support staff The principles detailed in this policy will apply to support staff. The appraisal report (see appendix 5) will include: Details of the staff s objectives for the appraisal period in question. An assessment of the staff s performance of their role and responsibilities against their objectives and the relevant standards. An assessment of the staff s training and development needs and identification of any action that should be taken to address them. A recommendation on pay where that is relevant. Other relevant information relating to the appraisal. Monitoring and Evaluation The governing body and headteacher will monitor the operation and effectiveness of the school s appraisal arrangements. The headteacher will provide the governing body with a written report on the operation of the school s appraisal and capability policies annually. The report will not identify any individual by name. The report will include an assessment of the impact of these policies on: Race Sex Sexual Orientation Disability Religion and Beliefs Age Part-time Status Maternity and Pregnancy The headteacher will report on whether there have been any appeals or representations on an individual or collective basis on the grounds of alleged discrimination. Specific cases Particular considerations apply to the following categories of teachers: Page 6 of 15

7 Part time teachers and those employed in more than one school - performance management applies as for full time teachers. Teachers who join the school mid cycle - should have an Appraiser appointed (may request their previous Headteacher to forward documentation to the new School). Teachers who are absent for a significant part of the cycle- the overall review should take account of what is reasonable. Fixed term contracts of one term or more- as appropriate, the performance review should be conducted as if they were permanent. Page 7 of 15

8 Appendix 1 Professional Skills Level Descriptors (Teachers) Name Pay Point Date Self/School Assessment Page 1 Band 1 Band 2 Band 3 Professional Relevant TEACHER ACCOMPLISHED TEACHER EXPERT TEACHER Area Standards M1 M2 M3 M4 M5 M6 U1 U2 U3 PROFESSIONAL PRACTICE 1.1(1);1.2(2,3,5) 1.3 (1,3) 1.4(1,2,3) 1.5 all Many but not all aspects of teaching over time are good All aspects of teaching over time are good Many aspects of teaching over time are outstanding 1.6 (1) 1.7 (1,2,3) 1.8 (3) 2.1 (2,4) Preamble PROFESSIONAL OUTCOMES 1.1(2) 1.2(1,2,3) 1.5(1) 1.6 (3,4) Preamble With appropriate additional support, most pupils progress in line with school expectations Most pupils progress in line with school expectations without additional support Significant numbers of pupils exceed school expectations PROFESSIONAL RELATIONSHIPS 1.1(1) 1.6(4) 1.7(4) 1.8(2,3,5) 2.1 (1,3,4) Preamble Positive working relationships established with pupils, colleagues and parents These working relationships result in good progress by all groups of pupils and productive sharing of professional practice with others. Working relationships with colleagues are characterised by an enthusiastic commitment to helping them overcome professional challenges Page 8 of 15

9 Name Pay Point Date Self/School Assessment Page 2 Professional Relevant Band 1 Band 2 Band 3 Area Standards TEACHER ACCOMPLISHED TEACHER EXPERT TEACHER M1 M2 M3 M4 M5 M6 U1 U2 U3 PROFESSIONAL DEVELOPMENT 1.2(4,5) 1.3(1,2,4,5) 1.4(5) 1.5(2,3,4) 1.6(1) 1.8(4) 2.1(2) 2.3 Develops professional practice in line with advice from more experienced colleagues Takes a proactive role in identifying areas for professional development, accessing advice and adapting practice Proactively leads the professional development of others in a way which leads to improved outcomes for pupils Preamble PROFESSIONAL CONDUCT 1.1(3) 1.7(1) 1.8(1) 2.1(all) Meets the standards for professional conduct set out in the Teachers Standards Meets the standards for professional conduct set out in the Teachers Standards Meets the standards for professional conduct set out in the Teachers Standards Preamble Page 9 of 15

10 Appendix 2 Protocol for Performance Management Lesson Observations Formal lesson observations will take place on a termly basis. Reviewers will always treat other teachers with respect and courtesy. Observation needs to be objective; it must be developmental. Before the lesson: The Reviewer and teacher should agree which lesson will be observed and the main focus of the observation at least a week in advance. The teacher should provide the Reviewer with a lesson plan, relevant background data relating to students needs (eg SEN) before the start of the lesson and their teaching/assessment file. The teacher should be aware that the Reviewer will have the following expectations: That learning objectives are shared (displayed and articulated). That the needs of individual learners are met. That there is effective TA deployment (as appropriate). That the impact of teaching on learning will be critical to any judgement about quality. The school s Teaching & Learning Policy will form the basis of the overall judgement about quality, which includes judgments linked to Woodlane s outstanding teaching criteria. During the lesson: The Reviewer will look at students work and talk with students to: Check students understanding of the work and whether they know how to make further progress. Briefly check marking and assessment, when looking at written work. Check for evidence that homework is set and marked in accordance with school policy. After the lesson: The Reviewer will always make time to thank the teacher and to identify the discussion / feedback meeting time. Verbal feedback within ONE working day. Written feedback with FIVE working days. Observation Review Meeting: The Reviewer and teacher should set aside sufficient time to discuss the qualities in the lesson and potential areas for development. The review should be a discussion in which the teacher is given the opportunity to identify strengths and potential development areas. To ensure objectivity and consistency, use of the Teaching & Learning Policy will form a part of every lesson review. The Reviewer is responsible for making a professional judgement on the overall best fit in relation to the Teaching & Learning Policy. Copies of the completed record sheet should be kept by the Reviewer and the teacher. Page 10 of 15

11 Appendix 3 Appraisal Report (Teachers) Self/School Assessment CONFIDENTIAL Date of meeting: Reviewee s name: Reviewer s name: Assessment of performance during the cycle Objective 1 REVIEW SECTION Objective 2 Objective 3 Teachers Standards Is the reviewee continuing to meet the standards? UPS whole school contribution/tlr etc. Recommendation for pay progression (where reviewee is eligible): Reviewee s comments Page 11 of 15

12 PLANNING SECTION Objectives for next cycle, including any relevant whole school/year/team objectives and success criteria: Objective 1 Objective 1 Success Criteria Objective 2 Objective 2 Success Criteria Objective 3 Objective 3 Success Criteria Support (as appropriate): Timescales for completion: Amount, timing and focus of planned classroom observation (as appropriate): Training and development (as appropriate): Eligibility for pay progression at the end of the cycle: Reviewee s comments: Signed (Reviewee): Signed (Reviewer): Date signed: Page 12 of 15

13 Appendix 4 Mid-Year Appraisal Review Report (Teachers) Self/School Assessment Teacher s Name Post Title Appraiser Date of meeting Time How is progress being made against the objectives? Please provide evidence. Target 1 - Target 2 - Target 3 - What strategies have been employed to meet the objective? Target 1 Target 2 Target 3 What CPD has been undertaken in the cycle to date? Any other comments? (e.g. Teaching standards/tlr/ups whole school contribution etc.) Signed (Reviewee): Signed (Reviewer): Page 13 of 15

14 Appendix 5 Appraisal Report (Support Staff) Self/School Assessment Name: Name of line manager: Date of review: Position: Class: Performance Assessment 1 = Outstanding 2=Good 3=Requires Improvement 4=Inadequate Assessment (appropriate to post) Comments 1. Overall quality of lesson observation (see attached) 2. Flexibility 3. Dependability 4. Energy and enthusiasm 5. Ability to use information provided (e.g. SALT/OT etc.) 6. Acts on own initiative 7. Contributes to the wider school 8. Follows school policies 9. Efficiency 10. Ability to get on with others (teamwork) 11. Spoken communication 12. IT skills 13. Punctuality 14. Attendance 15. Personal appearance Previous year s targets Met Partially met Not met Reviewer comments (comment on overall performance) Page 14 of 15

15 Reviewee s Comments Question 1. What elements of your position have you enjoyed over the past year? 2. What elements of your position have you found challenging? 3. What support do you require this year? Comment 4. What are you career goals? 5. How have you contributed to the wider school environment? Other comments This year s targets (including success criteria) Mid-year review comments Signed (Reviewee): Signed (Reviewer): Page 15 of 15