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Appraisal 2012-13
Appraisal and Union ActionThis afternoon about the processExtraordinary staff meeting for teachers next Wednesday (3.20p...
New Regulations came into beingSeptember 2012 Renaming-Performance Management -Appraisal DfE Model Policy was a joint on...
Differences Performance will be assessed against the revised TEACHERS’  STANDARDS (2012 teachers standards , Post Thresho...
Differences Review period dates are not specified The regulations have been simplified - are less prescriptive  (removal...
The appraisal process Period runs for 12 months (11 months for 1st cycle) The head teacher needs to ensure all other tea...
Example 1 of objectiveHere is a poor example….To use ICT more as part of your lessons
Example 2 of objectiveBy July 2013, use 3 different forms of ICT in your schemes of workin your subject area for key stage...
Getting the most out of appraisalReviewing performance involves: Setting objectives correctly Observation Development a...
The annual assessmentThe appraisal report will include:  Teacher’s objectives  Assessment of performance against objecti...
Timeframe All reviews for 2011-12 should be completed by 26th October  and with line managers (forward copies to Charlott...
Questions?
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Appraisal System

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Appraisal System

  1. 1. Appraisal 2012-13
  2. 2. Appraisal and Union ActionThis afternoon about the processExtraordinary staff meeting for teachers next Wednesday (3.20pm) to look at how we move forward w.r.t. union action.
  3. 3. New Regulations came into beingSeptember 2012 Renaming-Performance Management -Appraisal DfE Model Policy was a joint one for Appraisal and Capability Ribblesdale/Lancashire separated the two Many similarities to PM
  4. 4. Differences Performance will be assessed against the revised TEACHERS’ STANDARDS (2012 teachers standards , Post Threshold Standards 2011 and Leadership Standards 2011) These standards set a benchmark against which performance is assessed. To be used to set objectives/targets for future performance-no limit on number but minimum of three for Ribblesdale Schools will be able to decide how much observation is necessary-NUT/NASUWT national action aimed at limiting to 3hrs of any form of observation
  5. 5. Differences Review period dates are not specified The regulations have been simplified - are less prescriptive (removal of the time limits for recording of plans) OfSTED will track objectives to CPD provision OfSTED can triangulate their observations to performance assessed in appraisal reviews-have stated they will look at quality of teaching and pay progression??? How??
  6. 6. The appraisal process Period runs for 12 months (11 months for 1st cycle) The head teacher needs to ensure all other teachers are appraised and ensures consistency of standards The objectives and performance need to link with improving educational provision The teacher should be informed of the standards their performance will be assessed against Teachers’ Standards. Post Threshold Standards or Leadership Standards Moderation/quality assurance process should take place to ensure objectives consistent across teachers with similar roles/levels of experience Objectives should be SMART – Specific, Measurable, Achievable, Realistic and Time-bound
  7. 7. Example 1 of objectiveHere is a poor example….To use ICT more as part of your lessons
  8. 8. Example 2 of objectiveBy July 2013, use 3 different forms of ICT in your schemes of workin your subject area for key stage 3 lessons, demonstrated throughplanning, delivery and work sampling  Specific States what the teacher is required to do eg to use 3 different forms of ICT in schemes of work for their subject area for key stage 3 lesson  Measurable States how you will know if you have achieved it (you will be able to check their planning, what they have delivered (through observation) and in work sampling  Achievable Gives teacher the opportunity to develop the work and within subject area  Realistic The teacher is able to achieve this as has the time to do it  Time-bound To be achieved by July 2013
  9. 9. Getting the most out of appraisalReviewing performance involves: Setting objectives correctly Observation Development and support Feedback No surprises! Ongoing dialogue – don’t leave it to the final assessment
  10. 10. The annual assessmentThe appraisal report will include:  Teacher’s objectives  Assessment of performance against objectives and teachers’ standards  Assessment of teacher’s development needs and any action  Recommendation on pay (where relevant)-UPS & Leadership Spine
  11. 11. Timeframe All reviews for 2011-12 should be completed by 26th October and with line managers (forward copies to Charlotte). This will be the last time this documentation is used November 12th new online forms for appraisal go live Friday November 30th all new targets are set via online system October 2013 targets reviewed and new ones entered onto system.
  12. 12. Questions?

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