Part 1: Self-Audit Process 5 – Performance Management Consider: your local context, are there any exceptions that apply based on the special character of the school HR Actions Areas covered by current legislation, MoE/Sector requirements or HR best practice Yes/No Evidence of Compliance Examples of documentation or information you may have to show you have completed the HR action Supporting Documentation/Resources Additional information and templates e.g. Progress to date and/or next steps The board has developed an annual principal performance agreement linked to the school’s strategic and annual plans. If the board engages a consultant to assist, the board must work collaboratively with the consultant throughout the process. A signed performance agreement is in the principal’s personal file. The agreement has been completed within 2 months of a new appointment or within one month of a renewal. The agreement: has been developed by the in consultation with the principal. contains challenging performance objectives based on the charter’s strategic goals with links to: Professional learning and development objectives Practising Teacher Criteria (PTC) Professional standards Career Structure Criteria Concurrence requirements (if paid) Includes clear indicators and evidence of expectations. NZSTA Performance Agreement Template Education Council’s Requirements for Principals’ and Performance Review/Appraisal Good Practice NZSTA Endorsed Consultants
The board annually completes a performance review of the principal against the agreed objectives, standards and criteria in the performance agreement. Documented evidence of performance review is held on the principal’s personal file. The board or delegated member/s have completed an annual principal performance review based on the annual performance agreement. The board can show they have managed the process when a consultant has been engaged Interim performance reviews/conversations held to discuss progress – at least once per term. A clear report/summary of outcomes against the goals, PTCs, PS and career structure is submitted to the board for discussion ‘In Committee’ Performance review summary/report is in the principal’s personal file – Delegations NZSTA Endorsed Consultants
The board have developed and implemented policies for employment and performance reviews of all staff. Annual performance reviews are conducted for all staff and documented evidence is kept on staff files. Current list of all performance reviews and due dates. If staff performance reviews are being conducted by the principal or member of the senior management team, a resolution is documented in the board minutes. Interim reviews are being conducted by the principal or delegated person to discuss progress – at least 2 per year. ERO self-review process is used for staff appraisals. – Delegations – Performance of teachers ERO - Self review The <School> Board of Trustees confirms it has completed the HR action listed above Governance Chairperson: Signature: Date: Management Principal: Signature: Date:
Part 2: Continuous Improvement – Performance Management HR Action Examples of possible areas for continuous improvement Yes/No Evidence Progress to date and/or next steps The <School> Board of Trustees confirms it has completed the HR action listed above Governance Chairperson: Signature: Date: Management Principal: Signature: Date: