Aspire2Lead Principal Performance Agreement and Appraisal (CM Model)
A principal's performance agreement allows both development and accountability of the principal to occur It is signed at the beginning of the performance agreement and review/appraisal cycle between the principal and the Board of Trustees in accordance to legal requirements as specified by the Ministry of Education. The Board Chairperson is responsible for the overall process. The role of the independent consultant is to act as a facilitator in a collaborative way, monitor and provide feedback and coaching throughout the year, culminating in meetings between the board chairperson, the principal and independent consultant. Any documentation related to the annual performance agreement and appraisal remains confidential to the appraiser, principal and the Board.
PROCEDURES
- Each year the Principal's performance agreement is aligned to:
- tasks and responsibilities identified in the Principal's job description;
- areas of leadership practice included in the professional standards for principals as drawn from Kiwi Leadership for Principals document;
- performance objectives, contexts and related indicators or performance criteria identified during the performance management cycle and contained in the Strategic Plan for which the principal is responsible;
- Practicing Teacher Criteria
- learning and development objective(s) and related indicators or criteria arising from the last performance agreement, which contribute to the improvement of her/his performance or learning and development
- The performance agreement for the agreed performance agreement cycle can contain:
- appraisal goals for the year
- a professional learning and development plan which contains (suggestions – not requirements)
» learning and development objectives (both formal and informal)
» rationale, and learning and development needs
» support and actions required including timeframes
» intended outcomes, monitoring and evaluation criteria
» review and appraisal process details
- The annual performance agreement process could consist primarily of three consultative meetings (CM) with the Principal, Chairperson, and the independent consultant; however other coaching meetings may be arranged if required and the CMs can be considered to be part of phases of development rather than prescribed meetings. The annual cycle timeframe can be negotiated to suit individual needs yet comply with the necessity that the performance review is completed annually.
Click here to see an example of a timeframe and purpose of these consultative meetings. | 
