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Leading Change
with Parents
HoDs Away Day - ChartridgeFriday 9th January 2015
Mark S. Steed, MA (Cantab.), MA
Principal, Berkhamsted Schools Group
Michael Bond, BA
Vice-Principal, Berkhamsted Schools Group
Berkhamsted Schools Group
Teacher Appraisal Matrix
Attitudes and Behaviours
1 2 3
Teaching
Competence
Requiring
Improvement
Strong
Performer
Outstanding
Performer
Subject and
Curriculum
Knowledge
Progress and
Attainment
Teaching and
Learning within the
Classroom
Teacher Appraisal Grid 2014-15
Berkhamsted Schools Group
Teacher Appraisal Matrix
Attitudes and Behaviours
1 2 3
Teaching
Competence
Requiring
Improvement
Strong
Performer
Outstanding
Performer
Subject and
Curriculum
Knowledge
Progress and
Attainment
Teaching and
Learning within the
Classroom
Teacher Appraisal Grid 2014-15
= 5%-10% = 80%-90% = 5%-10%
Berkhamsted Schools Group
Teacher Appraisal Matrix
The aim of the appraisal process:
To identify THREE areas on which
you are going to work on improving
next academic year.
To identify ONE area where you
are doing something exceptional
which you will share with others
next year.
Berkhamsted Schools Group
Appraisal: SUMMARY
• These have been written and recalibrated.
• We have introduced a summary judgement for each
competence
• The headings have been renamed:
– (1) Requiring Improvement
– (2) Strong Performer
– (3) Outstanding Performer.
• The expectation is that 80-90% of staff will fall into
column 2
– only truly outstanding people will be in column 3
– even outstanding performers will not be in column 3 for every
teaching competence.
• We will not be introducing Performance Related Pay
When Appraisals
Michaelmas 2014 Executive
Bar point applications (through HoDs/Line Managers)
DEADLINE: Friday 12th December
Lent 2015 (1st half) Probationers and bar point applicant appraisal
All classroom teachers
Lent 2015 (2nd half) Heads of Department. Further information about who will
be involved in 360◦ appraisal to be confirmed beforehand.
Trinity 2015 Heads of House. Further information about who will be
involved in 360◦ appraisal to be confirmed beforehand.
SMT (non-Exec)
Berkhamsted Schools Group
Appraisal Timeline 2014-15
Step One:
Teacher Self-Evaluation
Berkhamsted Schools Group
Teacher Appraisal Matrix
Teacher Appraisal Grid
Step One: Self Appraisal - Teacher highlights the grid
Step Two:
Head of Department Moderation
Berkhamsted Schools Group
Teacher Appraisal Matrix
Step Two: Head of Dept Moderates Grid – Discussion with Teacher
Step Three:
Identification of Three Improvement
Areas
Berkhamsted Schools Group
Teacher Appraisal Matrix
Step Three: HoD and Teacher agree three priorities for development
Step Four:
Identification of One Area to Share
Berkhamsted Schools Group
Teacher Appraisal Matrix
Teaching and Learning in Classroom“Excellent pace and Vigour in Lessons”
Step Four: HoD and Teacher agree one area to share with other staff
• Departmental meeting
• Staff Meeting 5-minute
INSETS
• Staff INSET days
• Twilight Sessions
• TLAB15
• Blogging
• Peer-to-peer support
Share
Berkhamsted as a
Professional Learning Community
Pairing up those who have a particular strength
with those who are working on the same area.
Teaching and Learning in Classroom“Excellent pace and Vigour in Lessons”
Step Five: Teacher shares expertise with other staff
Berkhamsted as a
Professional Learning Community
Teach
Collaborate
ShareResearch
Learn
Berkhamsted as a
Professional Learning Community
• Departmental meeting
• Staff Meeting 5-minute
INSETS
• Staff INSET days
• Twilight Sessions
• TLAB15
• Blogging
• Peer-to-peer support
Share
Step Five:
Summarise the Findings
Berkhamsted Schools Group
Teacher Appraisal Matrix
Step Five: Summarise the Findings