Appraisal and performance management
Appraisal and performance management are extremely useful in informing your professional development. Research by the OECD into the appraisal and performance management of teachers in a range of countries (although excluding England and Wales) found when done well, they improved teachers' job satisfaction and were even linked to improved pupil performance. Giving and receiving appraisals can, however, feel uncomfortable, and both parties need to be properly prepared and know what to expect to ensure there are no negative outcomes. As the DfE have introduced new appraisal regulations in England from September 2012, it is especially important that you feel confident in your role in the process.
The legal picture
The Education (School Teacher Performance Management) England Regulations 2006 and The Education (School Teachers’ Appraisal) (England) Regulations 2012 set out requirements for teacher appraisals and performance management.
From September 2012, this legislation will refer to the new Teaching Standards for qualified teachers in all schools apart from free schools and independent schools.
Your head teacher will decide who should be responsible for your annual appraisals. These appraisals aim to review your performance against your objectives, which will be based either on the Teaching Standards if you are a qualified teacher, or other performance management standards set out by your school. The objectives should be specific, measurable, achievable and realistic, and you should be given a timescale in which to achieve them. They should be designed with the aim of improving the performance and achievement of the school in relation to a school development plan. Your objectives should be set at the start of an appraisal period, so that you can work towards them over the year until your written appraisal report is due.
In order to assess your performance, your appraiser may look at your lesson planning, observation records, pupil performance or other responsibilities. You should be given the opportunity to comment on your appraisal report, and may be given a meeting to discuss it with your appraiser. It is good to be prepared for this meeting by outlining in advance where you feel your strengths and areas for development lie.
You should receive feedback on your performance throughout the year, and it is important that nothing in your appraisal comes as a surprise.
If you have concerns about the way your performance is being appraised at any stage of your appraisal period, or about how to respond to an appraisal written report edapt can provide HR advice to support you.
Sign up to edapt services for a wealth of HR advice at your fingertips. Once you’ve signed up, simply pick up the phone, email or contact us through live internet chat for answers to any questions about appraisals and performance management. For more information about our services, click here: For teachers.