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

• 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

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 isdivided into five parts.1. Administrative2. Preventive3. Interventive4. Supportive5. Personal & Professional Development

Measuring Performance

Rating ScaleEach performance factor/attitude on the Performance Appraisal Form is rated in one of four categories

1. Unsatisfactory: Performance not meeting position requirements & is therefore unacceptable

2. Area of Concern: Performance is at minimally acceptable level & must improve

3. Meets Expectations: Performance consistent in meeting all expectations

4. Exceeds Expectations: Performance above average; exceeds requirements for the job.

Positive Approach to Appraisal

• 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

• 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