Performance management
Performance management involves developing and implementing policies and procedures to ensure RTLB can provide services that effectively meet the needs of schools and students and are consistent with the goals and objectives in the cluster’s annual and strategic plans.
The cluster manager ensures there is an appropriate performance management system in place including:
- clear policies and procedures concerning staff conduct and competency
- a professional growth cycle that fulfils the statutory requirements for renewal of teacher practising certificates
- support processes for RTLB including professional learning and development
- succession planning.
Aspects may be delegated to the practice leader(s).
An effective performance management system should encompass many personnel management activities. These would include:
- the recruitment and retention of staff
- the selection and appointment of staff
- those clauses of collective and individual employment contracts which relate to the performance management of staff
- the statutory requirements for renewing practising certificates
- the professional development and succession planning
- practitioner supervision
- performance supervision
- remuneration management
- the discipline of staff.
Professional Growth Cycle
Lead school principals and cluster managers will facilitate a common understanding of the Paerewa or Standards set out by the Teaching Council of Aotearoa in the RTLB context, and what meeting and using them in their practice looks like. With the RTLB, they will also design an annual cycle of professional growth, using the Standards or Paerewa to support teachers to engage in it.
Completing a Quality Practice Template (QPT) or similar document provides an assurance of what meeting the Standards or Paerewa looks like in practice.
Every RTLB will engage in professional learning using the Standards or Paerewa to advance their understanding of the relationship between their professional practice and outcomes for ākonga (learners). Every RTLB will have the opportunity to be observed, and discuss and receive feedback on their practice (refer D, page 12).
Lead school principals and cluster managers will confirm annually that each RTLB has participated in the cycle and provide a statement to the teacher about whether they meet the Standards or Paerewa.
If, in the lead school principal or cluster manager’s judgement, the teacher does not currently meet the Standards or Paerewa, they will discuss that with the RTLB and provide support to enable improvement.
If, in the Principal or professional leader’s judgment, the teacher does not currently meet the Standards or Paerewa, they will discuss that with the teacher and provide support to enable improvement. If sufficient progress is not made, they may commence formal performance management processes outlined in employment agreements. Note that in these situations the Council’s registration and certification policy will set out the expectations for the endorsement of a practising certificate renewal (refer F, p12)
Code of Professional Responsibility and Standards for the Teaching Profession - Teaching Council of Aotearoa New Zealand.
Content last updated: December 2024