Tamariki School

Staff Appraisal



NUMBER  312                                                                                                               1993



The school recognises the need to evaluate regularly the quality of staff/child interaction, learning and teaching at all levels in the school, relative to agreed standards of teaching performance, the school's Special Character and charter goals and objectives.  It is recognised that the primary source of appraisal is feedback from the children as to how effectively their learning is being supported


1.  To maintain the Special Character of the school, by ensuring that staff are working confidently within it.

2.  To maintain standards of teaching, as set out in the statements of Professional Standards  appended to the Collective Employment Contracts.

3.  To ensure that staff have access to a development programme that meets their perceived needs and wishes.


1.  The Board has ultimate responsibility to oversee staff appraisal

2.  Appraisals will be carried out with all staff annually, at a time agreed.

3.  All staff will have an annual Performance Agreement based on their job description.

4.  The appraisal of the Principal is the responsibility of the Board. Responsibility for managing the appraisal is delegated to the Chair. The Chair and the Principal will consult to determine a process for the appraisal that will be recorded in the Principal's Performance Agreement. The Performance Agreement when countersigned and dated will be made available to the Board as a confidential document.

5.  The responsibility for the appraisal of other staff is delegated by the Board to the Principal who in turn may delegate where appropriate.

6.  The primary purpose of the appraisal is an improvement in the quality of learning and teaching through the identification of professional development goals for staff, and the enhancement of the learning environment.

7.  Staff appraisal shall include direct observation, self-evaluation, general observation, and an appraisal discussion and written report.

8.  The performance appraisal report is confidential to the appraisee, the appraiser(s) and the Principal, and the Chair in the case of the Principal, unless the appraisee agrees otherwise. (Refer Confidentiality Procedure).

9.  The Principal should report to the Board that an appraisal has taken place, and on the agreed objectives and the support being given. If the Principal has concerns s/he may make a more specific report to the Board.

10.  The Chair should report to the Board how the Principal's appraisal was carried out and give a summary of the key findings. Documentation related to the Principal's appraisal will remain confidential to the Principal and the Chair, unless the Principal agrees otherwise.  If the Board has significant concerns about the outcomes of the Principal's performance appraisal, the Personnel Officer and/or other delegated Board members will read the relevant documentation and make a recommendation to the Board about further actions which may be required.

11.  Any disputes arising from the appraisal process will be dealt with according to the Appraisal Disputes Procedure.

12.  All staff are entitled to time for Board funded professional development. This will be linked to the teacher's professional development objectives and to the school's priorities.


The Board's official obligations include: monitoring and reviewing the Appraisal Policy and related procedures; ensuring that the Principal has reported to the Board that all staff have annual Performance Agreements and have been assessed against these; developing and signing an annual Performance Agreement with the Principal and arranging an appraisal process for the Principal based on this; funding the professional development objectives for all staff; acting as a good employer.


Ongoing responsive self, peer and community appraisal have been an integral part of the special character of the school from its beginnings, reflecting the open communication, trust and respect on which the school depends.

DRAFTED BY:  Kendrick, Cawston, Edwards                  ADOPTED:  1993

REVIEWED: 1997, 1998, 2000                            REWRITTEN:  2002: Brennan, Michell, Kendrick


This page was last modified on: 12 Jun 2017 00:08:45