To achieve a productive and effective work culture, employers need to set clear expectations for employees through an annual performance review/appraisal process. The board has responsibility for the performance management of the principal and for ensuring the principal manages the performance of all staff.
A performance agreement for all staff with objectives linked to the school’s annual and strategic plan as well as individual learning and development must be in place. Regular conversations occur to immediately address any concerns and to ensure progress is on track. Therefore, there are no surprises when progress is evaluated and summarised at the end of the annual cycle.
If serious disciplinary or competency concerns occur, the regular review process may need to be paused and a disciplinary or competency process followed, until the particular issue is addressed.