AQUINAS COLLEGE POLICYAPPROVED AT BOARD MEETING: 28.1l.2013
TO BE REVIEWED: 2016
POLICY 3.4 PERFORMANCE MANAGEMENT
RATIONALE:
Performance management involves the development and implementation of policies and procedures to ensure that the teachers and staff of Aquinas College provide education and services that fully meet the needs of our students. This is aimed at improving the quality of teaching and learning so that the Catholic character of the college is enhanced.
PURPOSES:
To establish sound performance management systems that provide a systematic approach to goal setting and that the performance of each individual staff member links to the school objectives.
Ministry of Education School Operations requirement
Touchstone: Scholarship.
Document Link: Strategic Plan Section A – Catholic Character, Section B1 – Leadership and People, Section B2 – Curriculum, Section B3 – Co-curricular life of the college.
Policy: 3.3Good Employer, 3.5 Professional Development, 3.7 Appointments, 5.5 Code of Conduct
Ministry of Education: School Operations-School Employment Conditions-
Principal and Teacher Preformance Management
Professional Standards: Criteria for quality teaching
GUIDELINES:
To be effective, the performance management system at Aquinas College will encompass personnel management policies:
1Those clauses of collective and individual employment contracts which relate to performance management.
2Ministry of Education professional standards and teacher performance indicators
3The statutory annual requirements for teacher registration i.e. Attestation.
4The key performance objectives of the Principal.
5Implementation of an annual staff Appraisal and Attestation process inline with Ministry of Education requirements and objectives established by the school leadership.
PROCEDURE:
To ensure that goals are consistently being met in an effective and efficient manner the Performance Management System of Aquinas College will include:
1Recruitment and retention of high quality staff
2Performance review of the Principal to be done annually in accordance with the NZSTA guidelines
3Staff completing an AnnualAppraisal process that includes self, peer and student reflection of performance linked to goals set at the beginning of the year with a view to identifying professional development needs and goal setting for the next year.
4Annual Attestation of staff against Professional Standards as required for Teacher Registration
5Regular school wide review to include:ERO Review, Special Character Review, in school review
6Regular reporting to the Board by Principal, Heads of Faculty and Teachers in Charge sheduled on Board timetable
7On going professional development of staff as part a school wide focus as well as meeting individual needs
8Career development opportunities
9Remuneration management
10. Discipline / competency procedures and dismissal of staff