Example:

Aspire2Lead Principal Performance Agreement and Appraisal (CM Model)  Dates are only indicative.  

CM1. End of February, beginning March Term 1  

This will consist of concluding discussion on the preceding year’s performance objectives contained in the principal’s Performance Agreement. The CM will enable the development of the professional learning and development plan and finalise the incoming year’s appraisal objectives as negotiated and agreed to between the Board of Trustees and the principal for the period of the performance agreement. The process for assessing the outcomes of the annual objectives will also be established. Following this meeting the agreed learning and development objectives, including appraisal objectives, will be documented in the new Principal’s Performance Agreement. The agreement is documented by the consultant for the principal and board chair to sign.  

CM2. An appraisal coaching day during which progress towards appraisal goals are discussed, with evidence provided by principal. 

CM3. During term 3/early term 4

The meeting will consist of reviewing the performance objectives with the principal and will include:

•The principal completing a self-reflection (template provided) to contribute to the discussion on any necessary adaptations or amending of goals looking towards the next CM.

•Board/Staff/student/parent surveys and sample interviews as necessary for data gathering for appraisal purposes, around perceptions about their school and the style of leadership of the principal. [Online survey is available.]

• A comprehensive report for the principal and board chair will be written by the consultant as a result of evidence, to determine formative developmental steps or required actions through to the end of the agreed performance agreement cycle

•Review and necessary amendments of the professional learning and development plan. 

 CM4.  Mid-late Term 4  

The last meeting updates performance against each of the performance objectives, and incorporate the alignment of appraisal objectives to professional standards. An assessment based on evidence collected, will be made for required or each standard (depending on evidence collection and objectives) as to whether or not the principal has met them and importantly for the board to know where there are areas of high performance. Areas of further development are also identified. The final, separate appraisal document, is discussed and signed by the principal and Chairperson. A review of the entire professional learning and development plan is completed and next steps and future recommendations for development are documented.