Performance and
Development Process
2014/2015
Tools and Resources:
Activity Checklist for Principal
Class Employees
Purpose
To enhance the capacity of principal class employees to maintain an effective performance and
development process, through the timely application of key tasks .
How to use
This tool has been designed to assist all staff responsible for reviewing performance and development
plans (PDPs) in addition to developing their own, ensuring key tasks are met during the performance
and development cycle.
To be most useful, this resource should be disseminated to all principal class employees at the
commencement of the performance and development cycle. School leaders may wish to present this
resource to staff at a staff meeting, providing them with an outline of cycle timings.
Who should use this?
All principal class employees or members of the leadership team engaged in the PDP review process.
Please note: This resource has been adapted to accommodate the 2014/15 transition period.
Department of Education and Early Childhood Development
Activity checklist for principal class employees: May to April
When
Task
April
As a reviewer, arrange for performance and development start cycle discussions
with staff (or delegate this role to members of leadership team).
Complete
Encourage staff to begin developing their performance and development plans.
Meet with teachers who you are assessing to provide feedback on their
performance and development plans.
May
Undertake School Self-Assessment to determine whether the current performance
and development processes are directly transferable to the new model, identifying
areas where new practices will need to be introduced.
May
Assist school staff in the transition of their current performance and development
plans to the new template, ensuring each staff member has a goal against the
‘Student outcomes’ or ‘School and Student Outcomes’ dimension.
April
Develop your principal class employee performance and development plan.
Meet with your reviewer to discuss and receive feedback on your performance and
development plan for the current cycle.
Complete and sign your final performance and development plan.
1 May
Beginning of the performance and development cycle.
June 27
Final sign off.
June 27
Submit your plan to your reviewer for final sign-off.
Jul/Aug
Self check-in 1: Personally review individual goals and gathering of evidence as the
performance and development cycle progresses. Check in with your reviewer if
required.
July/Aug
Be prepared to meet with teachers you are assessing on a needs basis.
September
Mid-cycle conversation with your reviewer. Discuss your progress to date and any
goals you wish to progress over the remainder of the performance and development
cycle.
September
Meet with teachers you are reviewing to discuss their mid-cycle reviews. Identify
areas of development.
November
Be prepared to meet with teachers you are assessing on a needs basis.
Before 1
March
Ensure notification requirement for teachers who may not receive a successful
performance and development outcome.
Mar/Apr
End of performance and development cycle conversation with your reviewer.
Mar/Apr
End of performance and development cycle conversation and review with teachers
you are reviewing.
Prior to
April 30
Advise all teachers of their final performance and development outcome for the
previous cycle.
Prior to April
30
Receive your own performance and development assessment outcome for the
previous cycle.
2
Activity checklist for principal class employees: calendar year
When
Task
January
Beginning of the performance and development cycle.
January
As a reviewer, arrange for performance and development start cycle discussions with
staff (or delegate this role to members of leadership team).
Complete
Encourage staff to begin developing their performance and development plans.
Meet with teachers who you are assessing to provide feedback on their performance
and development plans.
Obtain teacher plans for final sign off.
Before
March 1
Ensure notification requirement for teachers who may not receive a successful
performance and development outcome.
March
End of performance and development cycle conversation with your reviewer for the
previous cycle.
May
Undertake School Self-Assessment to determine whether the current performance and
development processes are directly transferable to the new model, identifying areas
where new practices will need to be introduced.
May
Assist school staff in the transition of their current performance and development plans
to the new template, ensuring each staff member has a goal against the ‘Student
outcomes’ or ‘School and Student Outcomes’ dimension.
Prior to
April 30
Advise all teachers of their final performance and development outcome for the
previous cycle.
Prior to
April 30
Receive your own performance and development assessment outcome for the
previous cycle.
May/June
Be prepared to meet with teachers you are assessing on a needs basis.
May/June
Self check-in 1: Personally review individual goals and gathering of evidence as the
performance and development cycle progresses. Check in with your reviewer if
required.
June 27
Final sign off on teacher PDPs.
June 27
Submit your plan to your reviewer for final sign-off.
July
Mid-cycle conversation with your reviewer. Discuss your progress to date and any
goals you wish to progress over the remainder of the performance and development
cycle. To accommodate the 2014/15 transition period, mid-cycle conversations may
take place later.
July
Meet with teachers you are reviewing to discuss their mid-cycle reviews. Identify areas
of development. To accommodate the 2014/15 transition period, mid-cycle
conversations may take place later.
September
Self check-in 2: Personally review individual goals and gathering of evidence as the
performance and development cycle progresses. Check in with your reviewer if
required.
3
September
Be prepared to meet with teachers you are assessing on a needs basis.
November/
December
End of performance and development cycle conversation and review with teachers you
are reviewing.
November/
December
End of performance and development cycle conversation with your reviewer.
4