The cluster manager is responsible for the appraisal of RTLB and may delegate this responsibility to a practice leader. The cluster manager, in consultation with the lead school principal, establishes the timeframe for the annual appraisal cycle.
The lead school principal is responsible for the appraisal of the cluster manager.
Boards should ensure that policies and procedures for the appraisal of RTLB:
- are appropriate to individual RTLB and, the cluster;
- are developed in a consultative manner with RTLB;
- are open and transparent;
- have a professional development orientation; are timely and helpful to individual RTLB;
- give consideration to matters of confidentiality, including the provisions of the Privacy Act and the Official Information Act.
RTLB are appraised annually using the Standards for the Teaching Profession. The appraisal process should also address the Professional Standards (PS) where there is a collective agreement in place. The Education Council requires an annual appraisal summary report to be completed for each teacher. As part of the appraisal audit and moderation function undertaken on behalf of the Education Council of Aotearoa New Zealand, the Education Review Office (ERO) reviewers will view the appraisal summary report for each RTLB who has had an application for practising certificate endorsed in the preceding twelve months when they undertake their regular review of the lead school.
- take place within a structured, monitored and continuous process and in a supportive environment
- are evidence-based
- are linked to, and ensure, relevant professional learning aligned to the cluster’s strategic plan and linked to each RTLB development plan
- include a record of the issues raised and the decisions reached
- include self-appraisal as an integral part of the process
- use the Standards for the Teaching Profession and the Professional Standards where there is a collective agreement in place.
- are aligned with the cultural competencies for teachers of Māori learners in Tātaiako
- identify resources needed to support agreed goals
- support both individual and cluster performance
- align individual goals and objectives with cluster vision.
If an RTLB is identified as not meeting the expected performance requirements, the lead school/kura board must first address the matter through its normal employment policies and the staff performance requirements identified in the relevant employment agreement. Support from the NZSTA industrial relations service should be sought.
The diagram below shows the components of an appraisal system:
Content last updated: March 2018