Posted in OC Appraisal Process

OC Appraisal Philosophy

OC Appraisal Philosophy

Contents (Clickable)

Purpose of appraisal at Orewa College
Support you to improve your teaching practice (growth and development) for a positive impact on student progress and achievement
Demonstrate that you are meeting the professional requirements of the registration criteria and the professional standards (accountability).
The Whare
2015 School goals

The goals are:
Concepts that underpin best practice in appraisal for NZ Teachers Glossary

Purpose of appraisal at Orewa College

Our performance management system has two key purposes:

● Support you to improve your teaching practice (growth and development) for a positive impact on student progress and achievement
● Demonstrate that you are meeting the professional requirements of the registration criteria and the professional standards (accountability).

The Whare

The Whare has been included in your blog as a reminder that it underpins everything we do at OC including appraisal. It drives our practice, professional growth and development and outcomes for students.

2015 School goals

It is also important to keep in mind our two school goals as you work through your personal growth and development this year.

The goals are:

Results for students equal or exceed all decile 9 schools. This includes national standards and NCEA

Teachers actively and regularly reflect on how their own practice improves student learning , through their approved department inquiry, and maximising digital resources

Concepts that underpin best practice in appraisal for NZ Teachers

There are four key concepts that underpin our performance management system:

● Be cohesive
● Build evaluative capability
● Ensure joint responsibility
● Be based on an open to learning culture

Glossary

Appraisal is a legal requirement for ensuring a teacher’s ongoing growth and development; it enables teachers to critically inquire into their practice, to make changes and improvements that achieve the best possible outcomes for students.
For more information see http://www.teacherscouncil.govt.nz/

It measures performance against the RTC which are evident in the Bayfield job descriptions. Each teacher collects evidence to demonstrate that they are working towards or are meeting the RTC. In 2015, the evidence we collect will be related to our Personal Inquiry, the PLD Programme, PLGs, Observations and any Leadership documentation.

Attestation is the process for an annual review of your salary; it involves an assessment against your job description (which incorporates the RTC and the Interim Professional Standards) to allow you to move from one salary step to the next or to remain at the top of the salary scale

(see Clause 3.6.1 Primary Teachers Collective Agreement 2013-2015).

Re-registration takes place once every three years. This is the outcome of a process to determine whether you meet the RTCs and is a culmination of three successful years of appraisal and attestation 5

Competency Competency is a legal process, outlined in the Primary Teachers’ Collective Agreement that is followed if a teacher is not meeting the Professional Standards. There are two phases to this process – assistance and personal guidance (Phase 1), formal competency (Phase 2). For more information see 10.1 Primary Teachers’ Collective Agreement 2013-2015.

For more information see http://www.nzei.org.nz/AgreementDoc/PTCA.pdf

Below is an explanation of each of these to help you set up and maintain a quality portfolio in 2015.

 

 

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