The Performance The Performance Management And Management And Appraisal System Appraisal System (PMAS) (PMAS) Principal Performance Principal Performance Appraisal Appraisal
Jan 29, 2016
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