Performance Agreements and Appraisals

Zenger and Folkman outline that there are two purposes behind a performance appraisal. Within education, the first is to give periodic feedback on performance based on professional standards and aligned with the Practicing Teacher Criteria, and this ensures accountability. The second purpose is to help each individual improve and develop or, if they are outstanding performers, to maintain that high level of performance. A strengths based approach is more successful in making a difference and provide motivation for exemplary performance.

A performance appraisal can be an inspiring event when it facilitates individual improvement by focusing on the issues that will make a big difference. People want to make a difference and they want to be successful. When a process helps them to be successful, they appreciate that process. It is critical that every leader understand that improvement does not necessarily mean fixing weaknesses. Areas of improvement can focus on building strengths or fixing weaknesses. The critical issue is to address something that will have a great impact on the leader's effectiveness. Honesty and compassion are sometime necessary when individuals have significant weaknesses and these flaws need to be addressed and fixed. An appraisal process that both evaluates performance and facilitates improved performance lets people know where they stand and offers them a path for improvement.  

Zenger & Folkman have researched thousands of leaders to identify the keys that help people change. In building a professional learning and development plan for continual improvement, it will be helpful to keep in mind the following five keys.

1 Willingness to Take on a Challenge

2. Accepting Feedback

3. Be Honest

4. Be Considerate

5. Innovation

The Aspire2Lead approach to performance agreements and appraisal incorporates the dual purpose of accountability and development and within the education sector, complies with the legal requirements as specified by the Ministry of Education and Principal's Collective Agreement and has had favourable support from ERO personnel. The process is collaborative with facilitation and support achieved through a coaching and mentoring approach.

Click here for further information to consider utilising the services of Aspire2Lead for this very important service. Note: appraisal of other key leadership positions, e.g. Senior Leadership, is also available.