Author: Paula Beck, HR Business Partner for PACT HR

Published: 12th September 2022

Successful appraisals focus on future training, development and action. Whilst it’s good to reflect on what has and hasn’t worked well, the appraisal should focus on the employee’s successes. It is a useful way to manage performance, motivate employees and align objectives to the wider School strategy.

The appraisal process is a legal requirement for teachers. Appraisal arrangements are set out in the Education (School Teachers’ Appraisal) (England) Regulations 2012 (the Appraisal Regulations) which applies to all maintained schools. It is important to note that Academies are free to set their own arrangements.

In schools, support staff appraisals are often overlooked as they are not statutory. However, it is good practice for all staff to receive an appraisal.

The appraisal period usually runs from the 1st September until the 31st August.

The role of the Appraiser is to manage all aspects of the appraisal cycle for their direct reports including pay progression recommendations where appropriate and completing a planning statement at the start of each appraisal period for each member of their staff.

Planning Statement

These should include:

• The number of formal lesson observations to take place within the appraisal cycle.
• The duration of the formal lesson observations to take place within the appraisal cycle.
• The person that will act as the member of staff’s appraiser during the appraisal cycle.
• The focus of the observations over the appraisal cycle.
• When during the appraisal cycle the observations will take place.
• The objectives which the member of staff will work towards achieving over the appraisal period.
• The support/training that will be in place over the appraisal cycle for the member of staff to help them to develop and achieve their objectives.

Setting objectives

To be set before or if this is not possible, as soon as possible after, the start of each appraisal period and no later than the end of October.

Objectives (maximum of 3) should:

• Be SMART (Specific, Measurable, Achievable, Realistic and Time-bound).
• Be appropriate to the staff member’s role/level of experience.
• Contribute to the efficient management and performance of the school.
• Consider the staff member’s professional aspirations.
• Be mindful of the time available to fulfill the objectives whilst maintaining a good level of wellbeing and work/life balance.
• Include a description of what success might look like.
• Be reasonable in the use of numerical targets.
• Consider any effects of individual/personal circumstances including reasonable adjustments if the employee has a disability/long term health condition.

The Annual Assessment represents the end point – however priorities should be reviewed and addressed throughout the year in regular meetings/one to one’s.

Employees should receive their written appraisal report by 31st October or end of term in which the assessment was completed, to include:

• Details of their objectives for the appraisal period in question.
• An assessment of the staff member’s performance of their role and responsibilities against their objectives, in the context of the relevant standards.
• An assessment of the staff member’s training and development needs and identification of any action that should be taken to address them.
• A recommendation on pay (by 31st October) where that is relevant for staff covered by teachers’ conditions of service.

Appraisees have a right of appeal against any of the entries in the written appraisal report.

At PACT HR we provide straight forward practical advice. Providing strategic support or day-to-day advice with HR queries regarding performance management, absence, managing work force change, TUPE, complex case work such as discrimination, bullying, harassment and victimisation. We are available when you need us and our subscriptions do not have limits on the amount of time we spend with you or how often you contact us – when you need us we are there! In addition, we also have a portfolio of services that meet your needs. These include HR consultancy, training, recruitment advertising and online DBS checking.

PACT HR can offer bespoke Appraisal training via our Consultancy Team. Please get in contact if this is something we can help you with. You can contact the PACT HR helpdesk on 01274 436644 or email us at info@pact-hr.co.uk for more details.

Last Updated: 13th September 2022