A Policy
For
Teacher
Appraisal
Performance Management and the role of Appraisal.
Secondary and PYP Primary:
BC Primary:
PO Box 975, Ras Al Khaimah, UAE
Telephone: +971 (0)7 2362441 Fax: +971 (0)7 2362445
PO Box 33235, Ras Al Khaimah, UAE Telephone: +971 (0)7 2363995 Fax: +971 (0)7 2363994
BACKGROUND
Performance Management is a comprehensive, continuous and flexible approach to the
management of organization, teams and individuals and is a natural process of management.
Effective Performance Management is essential to the ongoing success of any organization. It
includes creating a shared vision of the purpose and aims of the Academy schools and ensuring that
each employee understands how they contribute to them.
Appraisals are part of Performance Management and RAK ACADEMY appraisal is about motivating
and developing employees; supporting them in performing their roles at the highest standard
possible. This is achieved through the provision of opportunities for them constructively to discuss
their performance with their manager and in particular, to identify areas for development and
mutually agreed ways in which those needs can be met.
In support of this, RAK ACADEMY expects all employees to participate in the Appraisal Process
positively and constructively, whether they are conducting an appraisal or being appraised. All
employees will receive constructive feedback on a regular basis from their managers about their
achievements at work not just through the formal annual appraisal.
It is hoped that all employees will view appraisal as a positive experience, using this opportunity to
supplement their Professional Development Portfolio. The Academy expects managers to have
meetings at regular intervals throughout the year where areas for development are discussed in a
supportive manner. In addition, there is an expectation that normal day to day feedback for work
done well or where there are problems will take place, formally and informally, as pre-arranged
meetings and impromptu discussions.
AIM:
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Improve the quality of education for children, by helping teachers to realise their potential
and to carry out their duties more effectively
Encourage teachers to recognise their achievements and identify ways to maintain or
enhance their professional skills, performance and job satisfaction
Assist in planning the in-service training and professional development of teachers,
individually and collectively
Support the career development of all employees through in-service training and, where
appropriate, through a change of duties
Provide help to teachers who wish to improve their performance, through appropriate
guidance, counseling and training
Enhance the overall management and development of the school
RESPONSIBILITIES
The School Board will ensure through the actions of the Academy Leadership and Management
Team (LMT) that the arrangements for appraisal are carried out in the Academy through the Line
Management structure within each of the Academy schools.
The Executive Principal and Head Teacher for each school will oversee the procedures and ensure
that the process will operate and be seen to operate equitably for all employees.
RAK
Academy
PO Box 33235, Ras Al Khaimah, UAE Telephone: +971 (0)7 2363995 Fax: +971 (0)7 2363994
THE APPRAISAL PROCESS
The Academy Performance Management Cycle is for two years and is currently under review,
therefore, the timeline below is specific to 2012/13 Academic Year.
Time line
Term 1
Action
Heads of Schools:
September 2012: Heads of Schools meet with Executive Principal (EP) to review
staffing and performance meetings. Determine increments and professional
developments needs for the next academic year.
CPD programme put in place for academic year 2012/13. Action plans formalised
and Heads of School KPI’s determined.
Cycle 1 Teachers:
September 2012: Observation by line manager and feedback
November: Observation by Senior Management and feedback
December: Review meeting with Line manager; letter from EP recognising
successful completion of probationary period or extension of probationary period.
Cycle 2:
November: Observation by line manager, review meeting of targets for the year.
Term 2
Term 3
Cycle 2 Teachers:
January 2013: Interview with line manager to determine renewal of contract.
Extension by one year
January 2013: Heads of School meet with Executive Principal to map out staffing
needs.
Cycle 1 Teachers:
April 2013: teachers Self Evaluation process
May/June 2013: Interview with Line manager, CPD needs identified
Cycle 2 Teachers:
As above or Exit Interviews.
July 2013: Heads of Schools meet with Executive Principal to review staffing and
performance meetings.
Over the two year Performance Management Cycle the following will occur:
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The collection of appropriate information about a teacher’s performance including a SelfEvaluation
Observation of at least two lessons per academic year
A discussion between the appraiser and the appraisee
Completion of an agreed statement which summarizes the main points of the discussion and
includes agreed targets which the school needs to consider and any identified training needs
A review meeting each academic year
A teacher is entitled to register a complaint about the Appraisal Statement within five working days
of receiving it. This should be put in writing and addressed to the Executive Principal.
RAK
Academy
PO Box 33235, Ras Al Khaimah, UAE Telephone: +971 (0)7 2363995 Fax: +971 (0)7 2363994
The Performance Management Cycle
Teacher’s contract are awarded for two years initially and thereafter extended annually. The
extension is awarded in the month of January each year.
The Academy’s salary scale is linked to performance. This means that the school expects teachers to
show commitment and year on effectiveness in order to qualify for salary increases (see teacher’s
Self – Evaluation for more information about effectiveness.)
Teachers are expected to receive an incremental rise in salary, annually, until they reach the highest
point on the scale. The Head Teacher makes these recommendations to the Executive Principal and
School Board based on all the evidence from the Performance Management process.
Salary Increments
The decision to award an increment to a teacher is made in terms 3 and 6.The increment is then
awarded for the start of the next academic year.
Contract Renewal.
Contract renewal takes place during January of the year the contract expires.
RAK
Academy
PO Box 33235, Ras Al Khaimah, UAE Telephone: +971 (0)7 2363995 Fax: +971 (0)7 2363994