te aromihi i te tumuaki - teachingcouncil.nz appraisal 2016... · ngā whāingamatua hei whakataki...
TRANSCRIPT
![Page 1: Te Aromihi i te Tumuaki - teachingcouncil.nz Appraisal 2016... · Ngā WhāingaMatua Hei whakataki I te kaupapa E whai ana tātoukia: ātawhakaahuatia (ā-kupu nei) ētahio ngāāhuatanga](https://reader030.vdocuments.site/reader030/viewer/2022040708/5e09f6e193d4822f2d37287f/html5/thumbnails/1.jpg)
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Te Aromihi i te Tumuaki
me te Arotake i Āna Mahi
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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?)
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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.
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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.
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Tirohia anō ā koutou kōrero / ō koutou whakaaro.
Hei whakataki i te kaupapa
Hei aha te aromihi i te Tumuaki?
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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
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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!
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Hei whakataki i te kaupapa
Te Tukanga Whānui
• Performance management System
• Prof stds and PTCs • Competency
process
• Prof Stds
• Education Council
• PTCs
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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.
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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?
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Te Tūāpapa
Attestation against 12 Practising Teacher Criteria (PTC)
Improved outcomes for ākonga
Kei hea koe?
Te Aronga Matua o te Aromihi
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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
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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.
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Ngā Tikanga ā-motu
Ngā Tikanga
State Sector Act 1988
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Tēnei mea te Pakari
He aha ngā ture?
TUKANGA
State Sector Act
Collective Agreements
NGĀ PAEARU
Practising Teacher Criteria
Professional Standards
Job Descriptions
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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
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Ngā Tikanga ā-kura
Ngā Tikanga
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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
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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?
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Te Whakatinanatanga
Whāia te Tika
Whakatinanatia
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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)
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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
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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.
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http://www.nzsta.org.nz/employer-role/principal-performance-management/timeline
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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)
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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
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Te Taunakitanga
http://www.nzsta.org.nz/employer-role/principal-performance-management/performance-review
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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
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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?
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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
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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.
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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.
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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?
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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.
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