Performance Evaluation

PURPOSE

The purpose of this policy is to ensure excellent performance by the staff at Happy Hearts Nursery.  

DEFINITIONS

Standards – an established norm or requirement

Evaluation -  the making of a judgement about the amount, number, or value of something; assessment.

Performance - the action or process of performing a task or function.

POLICY STATEMENT

The Professional Standards for Teachers are used as a core part of the process of continual professional development and evaluation of teachers. Teachers are evaluated based on four teaching standards

• The Profession
  Including Self-reflection, Performance development, Collaboration and Leadership.
• The Curriculum
  Including Knowledge, Learning Resources, Planning and preparation, and Assessment.
• The Classroom
  Including Effective teaching and Learning Differentiation, Classroom management, and Safe learning environment
• The Community
  Including Parents, Reporting, Relationships, and Communication

For each standard, indicators of real evidence of performance have been developed, and are intended to clarify what should be happening in classrooms as teachers aim to master teaching and learning strategies for students at the highest possible level.

Teachers are mostly evaluated on the evidence of their classroom performance. Some of the indicators integrated in a teacher’s classroom performance include: ensuring students are engaged in learning, treating students with respect, creating a safe environment for all students to learn, providing constructive feedback to students/parents, and creating an environment that makes prudent use of resource. Indicators are used against the four standards at the five performance levels below (on yearly basis):

• Pre-Foundation, where the teacher is not meeting the performance indicators or is meeting them at only a basic level. The teacher on this level needs to be supported to improve performance immediately, and with a documented Performance Development Plan.
• Foundation, which is satisfactory level, but indicates areas for immediate improvement in performance in the best interests of the students. where the teacher is partially meeting some of the performance indicators
• Emerging, which is a good level of performance, and where the teacher is made aware of areas in which performance can be improved. The teacher on this level will usually be personally responsible for developing performance to the next level.
• Established, which is a very good level of performance, and where the teacher is consistently meeting most performance indicators to a high level.
• Accomplished, which is performance at an internationally recognized excellent level, and where the teacher is consistently meeting most performance indicators to a very high level.

Based on the performance level, the Principal provides formative feedback to the teacher. The school principal, along with the Head of Faculty, work with each teacher to set goals for the year and create an individual performance development plan.

IMPLEMENTATION DOCUMENTS

Please refer to the following documents to ensure the effective implementation of the policy:

• Staff evaluation form
• Staff evaluation report