Te Aromihi i te Tumuaki

me te Arotake i Āna Mahi

Ngā Whāinga Matua

Hei whakataki I te kaupapa

E whai ana tātou kia:

āta whakaahuatia (ā-kupu nei) ētahi o ngā āhuatangamatua o te aromihi i te Tumuaki

(he aha?, mā wai?, mā te aha?)

arotakengia tō punaha aromihi i te Tumuaki

(mā te aha e pai ake ai?, ki hea ināianei?)

Hei tīmatanga: Hei aha te aromihi i te Tumuaki?

Hei whakataki i te kaupapa

Noho Wahangū:

Post-its – kia 1 te whakaaro ki tēnā, ki tēnā pepa (5meneti)

Noho Wahangū:

Whakarōpūngia ngā whakaaro (5meneti)

Whakawhitiwhiti whakaaro:

Taitara: He aha pea te taitara mō tēnā, mō tēnā rōpū whakaaro?

Whakamārama: Tuhia hoki tētahi rerenga kōrero e kitea ai te whānui o

ngā whakaaro i roto i ia rōpū.

Mā wai hoki te aromihi?

Hei whakataki i te kaupapa

Te Whānau/

Te Poari

To attest to competence.

To align tumuaki goals to broader organisational goals

Māori-medium teaching profession that is capable, confident, respected, and valued.

Tirohia anō ā koutou kōrero / ō koutou whakaaro.

Hei whakataki i te kaupapa

Hei aha te aromihi i te Tumuaki?

Hei whakataki i te kaupapa

Ngā aronga e toru

Performance Growth

• better organisational outcomes

• better student outcomes

Te whakatutuki i ngā whāingamatua o te kura

(Performance Growth)

• better organisational outcomes

• better student outcomes

Te whakapakariTumuaki

(Tumuaki Development)

• Tū Rangatira

• Te Reo me ngāTikanga

• Taha mārama, tahawhakatinana

Te eke ki ngātaumata e tikaana

(Accountability)

• Renewal of practising certificate

• Attestation

• Evidence about Practising Teacher Criteria (PTCs)

Kia eke ai ngā tamariki ki ngā taumata o te reo, o te ako

Hei whakataki i te kaupapa

Ngā Whakatau

Competent

Your leadership is competent

Borderline

Your leadership is borderline

Not competent

Your leadership is not competent

• You will know

• Good evidence

• Focussed on ongoing improvement

• You will know

• Struggling to meet expectations

• Support plans in place

• You SHOULD know!

• Advice and guidance programme.

No Surprises!

Hei whakataki i te kaupapa

Te Tukanga Whānui

• Performance management System

• Prof stds and PTCs • Competency

process

• Prof Stds

• Education Council

• PTCs

People perform better if:

Hei whakataki I te kaupapa

they know (well and clearly) what the goals are

they understand WHAT is important and WHY

there is a way of knowing how well they are doing

(re: their goals and the goals of the kura)

they know how they will be supported to achieve expectations.

Te Tūāpapa

Hei wānanga (10 mēneti)

He aha ngā kaupapa matua o tō koutou kura? What really

matters in your kura?

Tautohua ētahi kaupapa e rima, neke atu rānei.

E kitea pēhea ana ēnei kaupapa matua i roto i te

pūnaha aromihi i te Tumuaki o nāianei? How is this linked to

your current Tumuaki appraisal system?

Te Tūāpapa

Attestation against 12 Practising Teacher Criteria (PTC)

Improved outcomes for ākonga

Kei hea koe?

Te Aronga Matua o te Aromihi

Te Tūāpapa

Te pūnaha aromihi whaihuaWhat would an appraisal system need to be like to make it a priority and

worthwhile?

To what extent is your current system reflective of this?

Kaupapa • Ināianei

• ā muri i te tau 1

• ā muri i ngā tau e 3

1 1 2 3 4 5 6 7 8 9 10

2 1 2 3 4 5 6 7 8 9 10

3

1 2 3 4 5 6 7 8 9 10

4

1 2 3 4 5 6 7 8 9 10

5

1 2 3 4 5 6 7 8 9 10

Te Tūāpapa

Tumuaki appraisal is:

about making a judgment about the performance of the Tumuaki.

about improving outcomes for students.

an employer’s responsibility to provide feedback to their employees on their performance.

Ngā Tikanga ā-motu

Ngā Tikanga

State Sector Act 1988

Tēnei mea te Pakari

He aha ngā ture?

TUKANGA

State Sector Act

Collective Agreements

NGĀ PAEARU

Practising Teacher Criteria

Professional Standards

Job Descriptions

What do PTCs mean

for the way we think

about competence?

Standards that teachers must meet.

A Tumuaki is a teacher.

Essential knowledge and capabilities.

Apply to all kaiako and tumuaki.

Ngā Paearu mō te Pouako kua

RēhitatiaPractising Teacher Criteria

Tēnei mea te Pakari

Ngā Tikanga ā-kura

Ngā Tikanga

Ngā Tikanga

MAHEREā-TAU

Mahere

Rautaki

Tūtohinga

He aha te

wāhi ki te

Tumuaki?

He aha te

āhua o te

Tumuaki

‘pai’? He aha te

wāhi ki te

Poari?

He aha te

wāhi ki

Kaiaromihi?

Te Kawa o

Ngā Kura

ā-Iwi

What does this mean for what we should expect of

you as a Tumuaki?

Tēnei mea te Pakari

He aha tēnei mea te “pakari”?

What does ‘good’ look like?

How do you know?

Te Whakatinanatanga

Whāia te Tika

Whakatinanatia

Whāia te Tika

Whakatakotohia ētahi mātāpono, tikanga rānei e tutuki ai te

aromihi i te Tumuaki i runga i te wairua e hiahiatia ana.

Hei whakaarotanga:

• Me kotahi te whakaaro, te titiro rānei ki tēnei mea te

aromihi? Mēnā āe, whakamāramahia taua whakaaro.

• Ko te aromihi, ko te arotake rānei?

• He aha ngā whakaaro matua e noho ana hei tūāpapa?

• Hei aha te aromihi i tō kura?

• Pēhea nei tōna hanga?

Whāia te tika (tikanga, mātāpono)

Whakatinanatia

Performance ManagementEstablish/review principles, purpose, process, Refer to policyRenewal of Practising Certificate(every 3 years)Annual performance review (for growth and development)

Performance Agreement

Establish goals

Agree indicators of success

Agree evidence

Set timeframes and actions

Agree on support to be provided

Evidence GatheringCharter/strategic plan Achievement dataStudent outcomes data, AoVParticipation in professional learningFeedback from stakeholders

Appraisal Discussions

Interpreting evidence

Affirmation

Feedback

Next steps

Appraisal Report

Overall evaluation with reference to PS’ and PTC and Career pathway

Key strengths

Next steps/areas for development

Support required

Appraisal components

Te Punaha Aromihi

BoT / Whānau formally

delegates responsibility

Board Chair or

Board rep

(cttee)

External

appraiser

Do they hold a practising certificate?

YesNo

Can endorse application for

practising certificate

Identify a principal colleague or snr

staff member to engage in process.

http://www.nzsta.org.nz/employer-role/principal-performance-management/timeline

Te Taunakitanga

Tirohia ngā rauemi e wātea ana i te ipurangi

Kukarangia: Principal Performance Management

www.nzsta.org.nz/employer-role/principal-performance-

management

He aha t/ētahi tino rauemi i kitea?

Whāia te tika (taha whakahaere)

Whāia te Tika

Whāia te tika (taha whakahaere)

Getting Started: Performance Agreement

• What? (goals)

• Why? (relevance to expectations)

• How? (actions to meet goals)

• How will we know? (outcomes and evidence)

• When and how? (the process – monitoring progress, keeping each other in the picture)

New Templates available via NZSTA website

Te Taunakitanga

http://www.nzsta.org.nz/employer-role/principal-performance-management/performance-review

Whāia te Tika

Performance Agreement

Setting good objectives is key.

Strategic Plan

Annual Plan with Analysis of Variance

Education Review Office recommendations

Feedback from previous appraisals

Professional Inquiry

Te Punaha Aromihi

What do the kura goals mean for:

My leadership inquiry

My leadership actions

My leadership goals

the way I need to

lead?what I need to do

differently?what I need

learn more about

to continue

improving?

Whāia te Tika

Te tuhi whāinga – cSMART or iSMART

C – challenging or I – innovative

S – specific

M – measurable

A – achievable

R – realistic

T – timebound

E – educational

R – relevant

Me mātua kite atu i…The ‘must haves’

Is it

necessary?

Is it

sufficient?

Te Taunakitanga

Observations and feedback (documented)

Professional discussions/ meetings

Alignment to PTCs and PS’

Documentation – planning,

assessments etc.

…

Is it

purposeful?

Evidence may come from:

• self evaluation, peer evaluation

• surveys

• Interviews, including exit interviews

• focus groups

• whānau feedback

• observation of leadership

• documents e.g., ERO report, AoV, BoT minutes,

media reports, student records, MNA reports,

SUER, budget reports, principal reports etc.

Evidencing the ‘good’

Evidence of Planning, Teaching, Outcomes, Relationships

Your best evidence to show growth

over time

Perspectives

Sources

What is

necessary?

What is

sufficient?

Te Taunakitanga

Evidence

should be

robust and

cross-

checked.

Te Punaha Aromihi

Ngā kaupapa kōrero i ngā hui aromihi

I a kōrua e kōrero ana mō ngā whāinga, kōrerohia:

Ngā ākonga – he aha nga hua ako? He aha i pēnei ai?

Ngā ngā mea kua ākona – i rerekē pēhea nei tana mahi i ēnei

akoranga?

Ngā Taunakitanga

Ngā Paearu – he aha te hononga ki ngā paearu?

Te Punaha Aromihi

Te Tuhi Rīpoata

The end of year appraisal report is prepared.

Discussed with Principal.

The final version of the full report or a summary is

presented to the Board - must be “in committee”

The Principal can speak to the report.

The Principal must leave for Board to discuss.

Final feedback is given to the Principal by delegated

person.