This course provides an in-depth exploration of performance management, focusing on the latest 2024 Department for Education appraisal guidance.

Participants will learn how to lead appraisals that are supportive, developmental and strategically aligned with school priorities. Leaders will gain practical strategies for conducting meaningful, transparent, and fair appraisal conversations that enhance staff performance and well-being.

Course Outline

This course explores the essential elements of effective performance management, connecting with the Department for Education’s 2024 guidance, which emphasises creating a supportive, open, and developmental appraisal process.

Leaders will explore how to align individual objectives with the school's strategic vision while ensuring the process remains non-bureaucratic and considerate of workload reduction. The session will highlight how appraisals can foster professional development, promote employee empowerment, and create clear career pathways for staff at all levels.

Participants will also examine best practices for establishing trust in the appraisal process, including an introduction to models like Ken Blanchard’s ABCD Trust Model and Zenger and Folkman’s three elements of trust.

Attendees will learn to set SMART objectives, mitigate common errors in target setting, and evaluate progress using quantifiable performance indicators that support both individual and school-wide goals.

The course also provides guidance on managing underperformance and offering informal support, while respecting staff well-being and adhering to equality legislation. Leaders will leave with the tools to conduct fair, constructive, and impactful appraisals that support school improvement and staff retention.

Course Aims

1. Understand and implement the 2024 Department for Education guidance on teacher appraisals.
2. Create a supportive, non-bureaucratic appraisal process that aligns with school priorities.
3. Set SMART objectives that align with professional development and strategic goals.
4. Build trust and rapport with staff through open, constructive conversations.
5. Integrate workload and well-being discussions into the appraisal process.
6. Recognize and address poor performance with supportive strategies.
7. Utilize quantifiable performance indicators to measure progress and success.
8. Link individual staff appraisals with whole-school improvement and career pathways.
9. Ensure compliance with equality legislation and well-being considerations in appraisals.
10. Develop a professional development strategy aligned with appraisal outcomes.

Presenter Profile

Malcolm is a leadership consultant who works with the National Institute of Teaching, Teach First and Ambition Institute supporting school leadership and delivering National Professional Qualifications. Malcolm most recently led the design of the new Department for Education, School Trust CEO Leadership programme which is impacting upon trust leaders responsible for nearly half a million children and young people in schools across every region of England.
He has been a Headteacher, Executive Headteacher and National Leader of Education, typically working with schools in disadvantaged communities.

Cost: £150 per delegate

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