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Principal's Performance Appraisal: HR 307

PRINCIPAL’S PERFORMANCE APPRAISAL

                                   

 

HUMAN RESOURCES: 300

Principal’s Performance Appraisal: HR 307

Adoption Date:

 

Scope

This policy applies to all principals employed with the Cape Breton-Victoria Regional School Board.                      

 

Purpose

The purpose of this policyis to provide feedback, support and direction to all principals employed with the Board.

 

Policy Statement

The Cape Breton-Victoria Regional School Board recognizes its responsibility to ensure that the principals in all schools under the Board’s direction are doing an effective job in the delivery of the education program to all students.

 

Cross Reference

Education Act

 

 

Authorization

This policy has been authorized by the Board under motions number ____________.

 

Responsibility

It is the responsibility of the Director of Human Resources to ensure that this policy and administrative procedures are implemented.

 

Implementation

The Director of Human Resources or designate will implement the policy and administrative procedures.

 

Procedures 

1.         The Principal Performance Appraisal System is a document outlining the details of the performance measures for all principals and is initiated through the Human Resources Department.

2.         The Principal Performance Appraisal System involves a three-year appraisal program where principals begin in one of the three years and continue over a three-year program until the process has been completed.

3.         Principals are appraised in each of the three years. When the process has been completed successfully, principals begin the appraisal process again. (See Appendix A.)

4.         One third of all principals (including all new, first-year principals) receive a formal appraisal which includes on-site visits at their schools.

5.         One third of all principals are involved in a Peer Growth/Professional Development initiative as part of the Performance Appraisal in their second year.

6.         One third of all principals are involved in developing a professional portfolio as part of the Performance Appraisal in their third year.

7.         Principals can, however, be reviewed with an Intensive Appraisal at any time during the process when serious concerns have not been addressed successfully.

8.         The Intensive Appraisal is summative in nature and can lead to employment consequences.

 

Associated Forms

 

Policy Review

This policy will be reviewed by the Director of Human Resources and/or designate within three years from this authorization date.

 

Distribution

Board members and all Policy Manual holders.


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