Strong performance management and employee development boost the quality of teaching and streamline school operations. They help everyone – from teachers to admin staff – to hit their targets while driving the school’s mission and long-term success forward.
What is performance management?
Performance management in schools is a structured process aimed at improving the effectiveness of teachers and staff to support student success and ensure the school’s goals are met. It involves setting clear, measurable goals for educators, regularly assessing their progress, and providing feedback to help them grow in their roles.
Instead of being an annual evaluation, performance management should be a continuous process that includes the following key elements:
- Goal setting: Clear, measurable goals aligned with both school objectives and individual growth plans. For teachers, these may relate to student outcomes, instructional quality, or participation in professional development.
- Ongoing feedback: Regular, constructive feedback is essential for encouraging growth. Teachers should receive feedback not just during formal reviews but throughout the academic year through classroom observations, peer reviews, and student outcomes.
- Performance reviews: Team members need to have regular performance reviews, and the frequency of these should suit both the school and the individual. Performance reviews should assess progress toward goals, teaching effectiveness, and overall contribution to the school. These reviews should be fair, objective, and provide actionable insights.
- Improvement plans: For staff not meeting expectations, creating structured development or improvement plans can provide a pathway for success. These plans should include timelines, specific areas for growth, and support mechanisms, such as coaching or peer mentoring.
Employee development
Schools thrive when employees are constantly growing and improving in their roles. Employee development initiatives should focus on enhancing both teaching skills and leadership abilities.
- Professional development programs: Continuous learning opportunities, such as workshops, seminars, and online courses, are critical. Schools can offer specific programs on classroom management, student engagement, or the integration of technology in teaching.
- Mentoring and coaching: Providing mentorship programs for new teachers and leadership coaching for experienced staff is a great way to encourage professional growth. Experienced teachers can help new hires navigate challenges, while coaching allows seasoned educators to refine their leadership skills.
- Career pathing: Establishing clear career progression paths encourages retention and motivates staff. Teachers may aspire to become department heads, instructional coaches, or move into other roles such as head teachers. Transparent criteria for these roles and support in achieving the necessary qualifications are key to maintaining staff morale.
- Regular self-evaluation: Encouraging staff to reflect on their own teaching practices, strengths, and areas for improvement can lead to increased ownership of their development. This can be supported by self-assessment tools and peer feedback mechanisms.
- Constructive atmosphere: Create a safe environment for honest conversations with two-way feedback. It’s important that staff feel comfortable to ask for help or provide feedback that may help their development.
The role of HR
HR professionals in schools play a pivotal role in ensuring the success of performance management and employee development initiatives. They must:
- Facilitate effective communication between school leaders and staff.
- Develop policies and frameworks for regular feedback and reviews.
- Support teachers and staff in identifying training needs and providing access to relevant resources.
- Promote a culture of continuous improvement and professional excellence.
By prioritising performance management and employee development, schools can create an environment where teachers and staff feel valued, supported, and motivated to excel, ultimately improving the quality of education for students and teacher retention.
How can SAAF help?
The HR team at SAAF can help you plan efficient performance management conversations and provide guidance on employee development. Get in touch.
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