The Performance The Performance Management And Management And Appraisal System Appraisal System

(PMAS)(PMAS)

Principal Performance Principal Performance AppraisalAppraisal

Why is Performance Why is Performance Appraisal Important to Appraisal Important to

Principals?Principals? A properly designed and managed A properly designed and managed

appraisal process is the most efficient appraisal process is the most efficient and cost effective means of identifying and cost effective means of identifying and managing teacher performance and and managing teacher performance and development needs. development needs.

It is also the best method to focus It is also the best method to focus teachers on those activities that will teachers on those activities that will deliver the greatest impact on schools’ deliver the greatest impact on schools’ learning culturelearning culture

Objectives of Principal Objectives of Principal AppraisalAppraisal

To standardize the process of To standardize the process of evaluation across schools at all evaluation across schools at all levels levels

To provide for fair, effective, and To provide for fair, effective, and consistent principal evaluation in consistent principal evaluation in every schoolevery school

Objectives of Principal Objectives of Principal Appraisal Cont’dAppraisal Cont’d

To ensure that students receive the benefit To ensure that students receive the benefit of an education system led by principals of an education system led by principals who are performing their duties who are performing their duties satisfactorilysatisfactorily

To provide a system and a mechanism for To provide a system and a mechanism for effective coaching and monitoring of effective coaching and monitoring of principalsprincipals

To promote professional growthTo promote professional growth

NOTENOTE This evaluation will determine whether This evaluation will determine whether

the principal’s performance meets the the principal’s performance meets the require standards of the post he/she require standards of the post he/she occupies.occupies.

Identify objectively the principal’s Identify objectively the principal’s strengths and weakness, record strengths and weakness, record significant achievements and significant achievements and shortcomingsshortcomings

Assess principal’s performance in an Assess principal’s performance in an effort to identify training needs and to effort to identify training needs and to assist with career developmentassist with career development

The Performance The Performance Evaluation ModelEvaluation Model

The process should be on-going and The process should be on-going and involves a three-stage cycleinvolves a three-stage cycle

PlanningPlanning MonitoringMonitoring ReviewReview

The Appraisal TeamThe Appraisal Team

Education OfficerEducation Officer School Board ChairmanSchool Board Chairman Vice PrincipalVice Principal Teacher Selected by the AppraiseeTeacher Selected by the Appraisee Head of Department / Senior Head of Department / Senior

TeacherTeacher PTA RepresentativePTA Representative Student RepresentativeStudent Representative

The Appraisal Team The Appraisal Team (Cont’d)(Cont’d)

Each appraisal will be conducted by a Each appraisal will be conducted by a team andteam and

not the Supervisory Officer alone. not the Supervisory Officer alone. There There should be no less than 5 persons on should be no less than 5 persons on the appraisal teamthe appraisal team..

The Supervisory Officer of his/her The Supervisory Officer of his/her designate will conduct the final designate will conduct the final performance review meeting with the performance review meeting with the principal.principal.

The Appraisal Team The Appraisal Team (Cont’d)(Cont’d)

The appraisal cannot be conducted The appraisal cannot be conducted without without

the following persons:the following persons: The Supervisory OfficerThe Supervisory Officer Chairman of the School Board or Chairman of the School Board or

his/her designatehis/her designate Vice PrincipalVice Principal A professional within the school chosen A professional within the school chosen

by the appraiseeby the appraisee

Performance Evaluation Performance Evaluation ModelModel

Beginning of Review PeriodBeginning of Review Period

- Establish /clarify job requirements- Establish /clarify job requirements- Establish and link Ministry goals- Establish and link Ministry goals- Link with School Improvement Plan- Link with School Improvement Plan- Agreed performance standards- Agreed performance standards- Individual action plan- Individual action plan

On-going Monitoring & Evaluation (Termly On-going Monitoring & Evaluation (Termly reviews)reviews)

Review ( End of Year)Review ( End of Year)

NOTENOTE

The Appraiser should:The Appraiser should: Ensure that there is a job description.Ensure that there is a job description.

A job description is a management tool A job description is a management tool that clearly outlines the major duties, that clearly outlines the major duties, responsibilities, working conditions and responsibilities, working conditions and qualifications of a job.qualifications of a job.

It outlines what is to be done on the job, It outlines what is to be done on the job, and the accountability for actions and and the accountability for actions and results in terms of the total components of results in terms of the total components of the jobthe job

The Review MeetingThe Review Meeting Before the Review MeetingBefore the Review Meeting

- Notify teacher- Notify teacher- Review performance records, exam - Review performance records, exam

results etc.results etc.- Draft provisional assessment- Draft provisional assessment- Consult with team- Consult with team

Setting Up the InterviewSetting Up the Interview Allow enough timeAllow enough time Ensure privacyEnsure privacy Reduce anxietyReduce anxiety

The Review Meeting The Review Meeting (Cont’d)(Cont’d)

During the MeetingDuring the Meeting- Stay in control- Stay in control- Listen- Listen- Focus on performance factors- Focus on performance factors- Develop action plan- Develop action plan- Remain positive- Remain positive

After the MeetingAfter the Meeting- - Complete appraisal formsComplete appraisal forms- Forms to be signed by teacher- Forms to be signed by teacher- Submit forms- Submit forms

Roles & Responsibilities of Roles & Responsibilities of Key PlayersKey Players

SUPERVISORY OFFICERS SUPERVISORY OFFICERS

Assist principals to understanding their Assist principals to understanding their responsibilities.responsibilities.

Assist principals to develop their Action Assist principals to develop their Action Plans and setting performance standards.Plans and setting performance standards.

Monitor principals’ performance.Monitor principals’ performance. Keep a log of their activities.Keep a log of their activities. Provide ongoing feedback.Provide ongoing feedback. Provide coaching & mentorship.Provide coaching & mentorship.

Roles & Responsibilities of Roles & Responsibilities of Key PlayersKey Players

PRINCIPALSPRINCIPALS Know the mission, objectives & policies of the Know the mission, objectives & policies of the

organization ( MOE & school)organization ( MOE & school) Guide the operational plan of the schoolGuide the operational plan of the school Know his/her job descriptionKnow his/her job description Maintain & improve knowledge & skillsMaintain & improve knowledge & skills Know & agree to performance expectations and Know & agree to performance expectations and

assessment criteriaassessment criteria Know & understand consequences for poor Know & understand consequences for poor

performanceperformance Produce & maintain output of high qualityProduce & maintain output of high quality

The Appraisal InstrumentThe Appraisal Instrument

The main body of the instrument is The main body of the instrument is divided into sixdivided into six

parts.parts.

1.1. PlanningPlanning

2.2. Instructional LeadershipInstructional Leadership

3.3. Interpersonal Skills and RelationshipsInterpersonal Skills and Relationships

4.4. Resource ManagementResource Management

5.5. Professionalism & Work EthicsProfessionalism & Work Ethics

6.6. Organizational CultureOrganizational Culture

The Appraisal Instrument The Appraisal Instrument (Cont’d)(Cont’d)

Incident Review & Feedback FormIncident Review & Feedback Form Ensures proper record keeping for Ensures proper record keeping for

recall of information during the recall of information during the appraisal processappraisal process

Provides the basis for dialogueProvides the basis for dialogue

Measuring PerformanceMeasuring Performance

Rating ScaleRating ScaleEach performance factor/attitude on theEach performance factor/attitude on thePerformance Appraisal Form is rated in onePerformance Appraisal Form is rated in oneof four categoriesof four categories1.1. Unsatisfactory:Unsatisfactory: Performance not meeting Performance not meeting

position requirements & is therefore unacceptableposition requirements & is therefore unacceptable2.2. Area of Concern:Area of Concern: Performance is at minimally Performance is at minimally

acceptable level & must improveacceptable level & must improve3.3. Meets Expectations:Meets Expectations: Performance consistent in Performance consistent in

meeting all expectationsmeeting all expectations4.4. Exceeds Expectations:Exceeds Expectations: Performance above Performance above

average; exceeds requirements for the job.average; exceeds requirements for the job.

The Appeal ProcessThe Appeal Process

Should a principal disagree with results of Should a principal disagree with results of his/her performance appraisal. He/She his/her performance appraisal. He/She should note it in the space provided on should note it in the space provided on the appraisal formthe appraisal form

Discuss disagreements with the Discuss disagreements with the Supervisory Officer Supervisory Officer

When all efforts to resolve has been When all efforts to resolve has been exhausted an official appeal should be exhausted an official appeal should be registered to the Regional Directorregistered to the Regional Director

All appeals must be in writing All appeals must be in writing

The Appeals CommitteeThe Appeals Committee

The Committee will compriseThe Committee will comprise

The Regional DirectorThe Regional Director Vice Chairman/ Member of the School Vice Chairman/ Member of the School

BoardBoard Senior Education OfficerSenior Education Officer Vice Principal/ Senior TeacherVice Principal/ Senior Teacher A teaching colleague (from the school)A teaching colleague (from the school)

The reward for work well done is the The reward for work well done is the opportunity to do more work opportunity to do more work (Dr. Jonas Salk)(Dr. Jonas Salk)

Have A Rewarding Day!!!Have A Rewarding Day!!!

THE ENDTHE END