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PRINCIPAL PERFORMANCE POLICYPersonnel (National Administration Guideline 3) PURPOSE: The Principal is the chief executive of the school and is consequently responsible for overall leadership and management. In turn, the board of trustees as employer, has an obligation to conduct an appraisal programme for both the formative (professional development) and summative (performance management) procedures. OBJECTIVES: To provide clear guidelines for the principal appraisal that: 1. Recognise the need for the principal and board to work closely in developing the principal's performance agreement and appraisal process. 2. Ensure that expectations and requirement fit within the parameters of the principal's Employment Contract. 3. Recognise that Professional Standards as specified, are integral to the appraisal process. GUIDELINES: The basis for the annual appraisal is the principal's performance agreement in which key components are: 1. Employment Contract. Both the principal and the board of Trustees will operate under the conditions of the Area School Principal's Collective contract. 2. Job description performance expectations will be summarised and documented in the principal's job description that sets out key tasks and expected outcome. Appraisal associated with the job description will be conducted annually. 3. Professional Standards are a vital component in the annual determination of performance. These will measure important knowledge, skills and attitudes that the principal should be able to demonstrate with respect to Professional Leadership, Staff Management, Financial and Asset Management, Strategic Management, Relationship Management and Statutory Reporting Requirements. 4. The annual appraisal of the principal relating to the job description and Professional Standards will consider achievement against both performance objectives relating to school initiatives for which the principal is responsible, and current development objectives relating to the professional development activities being undertaken by the principal to improve personal performance. 5. The Board shall ensure that all legal and contractual requirements relevant to this policy are met, and that the annual budget will set aside appropriate provision to enable to process to be satisfactorily conducted. 6. The board chairperson is directly responsible for developing performance expectations an ensuring the various appraisal requirements for the principal meet legal requirements. 7. The board may resolve to use the services of an independent appraiser, in consultation with the principal. The appraiser reports to the Board through the Chairperson. 8. The appraiser, in consultation with the principal and the Board chairperson prepares a written appraisal report detailing the conclusions of the appraisal review. This report will be tabled and discussed "in committee" at a board meeting. Any documentation related to the annual Performance Agreement and appraisal remain, confidential to the appraiser, the principal , the Board of Trustees, and any authorised party approved by the Board. 9. In the event of a dispute related to the appraisal process or its results, an independent arbitrator agreed to by all parties shall be called on to mediate. In such an event, the principle of natural justice will apply. Ultimately the board will have the responsibility for any final decision. 10. Clear guidelines regarding appraisal will allow aspects of governance and management to operate positively and with respect to the principal's performance will provide feedback, identify focus areas for attention, affirm success and support professional development. Board of Trustees Chairperson: ________________________ 03/05/2011 Policy reviewed 29 March 2011. Next review date 29 March 2014. |
