PRINCIPAL APPRAISAL

Roles& FunctionsCode of Conduct of Team Members

Understanding the job

• Responsibilities

• Duties

• Accountability

• Qualifications

Develop Objectives

• Specific

• Measurable

• Attainable

• Realistic

• Timeframe

Understand The Task

• What the task is

• When the task is to be completed

• Quality standards for the task

• Resources to accomplish the task

Adopt Right Attitude To Work

• Dependability

• Pride (in your work)

• Respect (of self and others)

• Consideration (for others)

Adopt Right Attitude To Work (Cont’d)

• Knowledge

• Enthusiasm

• Willingness to learn

• Discipline and decorum

Positive approach to Appraisal/Interview

• Be proactive• Be prepared• Do self assessment• Be objective• Be communicative• Be cooperative

Roles & Responsibilities of Key Players

PRINCIPAL (Appraisee)• Know the mission, objectives & policies of the organization • ( MOE & school)• Guide the operational plan of the school• Know his/her job description• Maintain & improve knowledge & skills• Know & agree to performance expectations and assessment

criteria• Know & understand consequences for poor performance• Produce & maintain output of high quality

Roles & Responsibilities of Key Players

SUPERVISORY OFFICERS

• Assist principals to understanding their responsibilities.

• Assist principals to develop their Action Plans and setting performance standards.

• Monitor principals’ performance.• Keep a log of their activities.• Provide ongoing feedback.• Provide coaching & mentorship.

Team Leader/ Members

• The Team Leader/ members should operate at the highest standard in all aspects of the performance management process to ensure that the report is not comprised.

• The following principles should be upheld- Objectivity- Transparency- Honesty- Confidentiality- Consistency

PRINCIPLES

• Confidentiality in handling & storing materials

• Awareness that the performances is being assessed and not the individual.

PRINCIPLES CONT’D

• Respect & courtesy should be displayed by all and to all who are involved in the process.

• Sensitivity should be demonstrated towards the context, circumstances and conditions in which the principal works

PRINCIPLES CONT’D

• A principal should not be penalized where necessary materials, equipment etc are not provided by the Ministry of Education.

- Credit should be given for initiative in overcoming deficiencies in the system

• The interest & welfare of the students are paramount in executing the Performance Management Process

THE END