MINISTRY OF EDUCATION
PERFORMANCE MANAGEMENT &
APPRAISAL SYSTEM
Guidance Counsellor Performance
Appraisal
Performance Management
• The means by which managers ensure that
employees’ activities and outputs are aligned
to the goals of the organization.
• Performance management is fundamental to
performance improvement and organizational
effectiveness
Why is Performance Appraisal Important to
Guidance Counsellors?
• A properly designed and managed appraisal
process is the most efficient and cost effective
means of identifying and managing the
guidance counsellor’s performance and
developmental needs.
• It is also the best method to focus guidance
counsellors on those activities that will deliver
the greatest impact on the school’s learning
culture.
Objectives of Guidance Counsellor
Appraisal
• To standardize the process of evaluation
across schools at all levels
• To provide for fair, effective, and consistent
guidance counsellor evaluation in every school
Objectives of Guidance Counsellor
Appraisal Cont’d
• To ensure that students receive the benefit of
an education system led by guidance
counsellors who are performing their duties
satisfactorily
• To provide a system and a mechanism for
effective coaching and monitoring of guidance
counsellors
• To promote professional growth
What are the components of the Guidance
Counsellor Appraisal Programme?
• Defining Performance
• Measuring Performance? (Appraisal)
• Providing feedback
• Planning Developmental Activities
• Monitoring
The Performance Evaluation Model
• The process should be on-going and involves a
three-stage cycle
• Planning
• Monitoring
• Review
The Appraisal Team
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The Guidance & Counselling Education Officer
The Principal
Teacher Selected by the Appraisee
Head of Department / Senior Teacher
PTA Representative
Student Representative (High Schools, Junior High & All Age
Schools only)
The Appraisal Team (Cont’d)
• Each appraisal will be conducted by a team
and not the Guidance & Counselling Education
Officer alone. There should be no less than 4
persons on the appraisal team.
• The Supervisory Officer or his/her designate
will conduct the final performance review
meeting with the guidance counsellor.
The Appraisal Team (Cont’d)
The appraisal cannot be conducted without the
following persons:
• The Guidance & Counselling Education Officer
• The Principal
• A professional within the school chosen by the
appraisee
Roles & Responsibilities of Key Players
Guidance & Counselling Education Officer & Principal
• Assist guidance counsellors to understanding their
responsibilities.
• Assist guidance counsellors to develop their Action
Plans and setting performance standards.
• Monitor guidance counsellors’ performance.
• Keep a log of their activities.
• Provide ongoing feedback.
• Provide coaching & mentorship.
Roles & Responsibilities of Key Players
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GUIDANCE COUNSELLOR
Know the mission, objectives & policies of the organization (
MOE & 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
The Appraisal Instrument
The main body of the instrument is
divided into five parts.
1. Administrative
2. Preventive
3. Interventive
4. Supportive
5. Personal & Professional Development
Measuring Performance
Rating Scale
Each performance factor/attitude on the Performance
Appraisal Form is rated in one of four categories
1.
2.
3.
4.
Unsatisfactory: Performance not meeting position
requirements & is therefore unacceptable
Area of Concern: Performance is at minimally acceptable level
& must improve
Meets Expectations: Performance consistent in meeting all
expectations
Exceeds Expectations: Performance above average; exceeds
requirements for the job.
Positive Approach to Appraisal
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Be proactive
Be prepared
Do self assessment
Be objective
Be communicative
Be cooperative
The Appeal Process
• Should a guidance counsellor disagree with results of
his/her performance appraisal. He/She should note it
in the space provided on the appraisal form
• Discuss disagreements with the Supervisory
Officer/Principal
• When all efforts to resolve has been exhausted an
official appeal should be registered to the Chairman
of the School Board
• All appeals must be in writing
The Appeals Committee
The Committee will comprise
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Chairman of the School Board
Supervisory Education Officer of the School
Vice Principal/ Senior Teacher
A teaching colleague (from the school)
The reward for work well done is the
opportunity to do more work (Dr. Jonas Salk)
Have A Rewarding Day!!!
THE END