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Department Directors |
Rule
Appraisal Frequency
Formal appraisals will be conducted annually, supported by quarterly performance check-ins and monthly progress meetings between staff members and their line managers.
This approach ensures a continuous and dynamic appraisal process, providing comprehensive annual reviews along with regular feedback to support staff development and improve performance throughout the year.
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Department Directors |
Rule
Annual Appraisal
Staff members will participate in an annual formal appraisal to assess overall performance, set goals, and discuss career development.
This process provides a structured opportunity to evaluate performance, establish objectives, and plan for future career growth.
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Department Directors |
Rule
Annual Appraisals: Core Values Assessment
The formal appraisal process starts with a detailed review of the individual's alignment with the School's values. Staff members must provide examples demonstrating how they have embodied these values.
This approach ensures that staff evaluations are rooted in the School’s core values and that performance assessments are based on concrete examples of value-driven behaviour.
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Department Directors |
Rule
Collection of 360-Degree Feedback
Before the annual appraisal, 360-degree feedback will be collected on the staff member. This includes online surveys from colleagues and one-to-one feedback sessions between the line manager and individuals who have worked closely with the staff member. This process helps identify strengths and weaknesses and ensures an objective performance evaluation.
Gathering comprehensive feedback from various sources enhances the objectivity and accuracy of the performance appraisal, providing a balanced view of the staff member’s strengths and areas for improvement.
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Department Directors |
Rule
Annual Appraisals: Competency Assessment
In the appraisal process, individuals will be assessed against specific competencies relevant to their roles and the organisation's goals. Competencies are rated as follows:
Banding |
Definition |
Silver |
Represents proficiency in this competency where essential standards and expectations are reliably met. |
Gold |
Reflects a higher benchmark of excellence, denoting a level of performance that surpasses basic requirements and demonstrates exemplary capability. |
Platinum |
Embodies the aspirational goal, setting a leading example of innovation, mastery, and influential excellence within LSI and the broader educational community. |
To allow objective assessment of individuals and better track individual progress through the competency framework, as well as ensuring that individuals' strengths are tracked in such a way that the School fosters the competencies that best align with the School goals.
This competency-based evaluation allows for objective assessment, tracks individual progress through the competency framework, and ensures that staff strengths are recognised and developed in alignment with the School's objectives.
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Department Directors |
Rule
Regular Review of Competency Frameworks
Competency frameworks will be reviewed and updated regularly to align with the organisation's evolving needs, industry standards, and organisational goals.
Regular updates ensure that competency frameworks remain relevant and effectively support both the organisation’s objectives and industry best practices.
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Department Directors |
Rule
Performance Metrics and Evaluation
In addition to 360-degree feedback and an assessment of adherence to School values, specific metrics may be used to evaluate individual roles. Examples include student pass rates, student feedback ratings, and the number of publications. These metrics will be tailored to each role and may vary by department to ensure relevance and comprehensiveness.
Tailored metrics provide an objective and trackable way to measure performance, ensuring that evaluations are relevant and comprehensive to each role.
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Department Directors |
Rule
Appraisal Grading System
After each appraisal, a grade will be assigned based on the following scale:
Grade |
Definition |
D |
Working Towards |
C |
Competent |
B |
Strong |
A |
Exceptional |
Grades will consider 360-degree feedback, adherence to the School’s values, relevant metrics, and performance against the competency framework.
This grading system ensures a comprehensive evaluation of staff performance, integrating various assessment methods for a balanced and accurate appraisal.
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Department Directors |
Rule
Individual Development Plans Post-Appraisal
After appraisals, individual development plans will be created based on competency assessment outcomes. These plans will outline steps for improvement or further development in specific competencies.
Creating development plans after appraisals ensures targeted improvement and growth in identified competency areas, leading to enhanced professional performance and skills.
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Department Directors |
Rule
Maintenance of Appraisal Records
Detailed records of appraisal outcomes, performance ratings, and development plans will be kept for future reference.
Keeping comprehensive appraisal records ensures a clear history of performance and development, supporting informed decision-making and ongoing staff improvement.
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Department Directors |
Rule
Quarterly Performance Check-ins
In addition to the annual appraisal, quarterly performance check-ins will be conducted to ensure ongoing development and address any immediate issues or opportunities. These check-ins will be informal and conversational, providing continuous support and feedback.
Quarterly check-ins promote continuous development and allow for timely resolution of issues, ensuring that staff receive regular support and constructive feedback. This approach complements the annual appraisal by maintaining an ongoing dialogue about performance and opportunities for improvement.
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Department Directors |
Rule
Quarterly Performance Check-ins: Setting Actions
During performance check-ins, developmental actions will be set and overall progress reviewed by the employee's line manager, a member of the Human Resources Team, and the President.
This structured review ensures comprehensive oversight of employee development and progress, promoting consistent and effective growth aligned with organisational goals.
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Department Directors |
Rule
Monthly Catch-ups
Monthly catch-up sessions will be conducted to provide a platform for open communication and immediate feedback. These sessions offer staff regular opportunities to reflect on their performance and make necessary adjustments.
Frequent catch-up sessions ensure ongoing dialogue, allowing staff to promptly address any issues and continuously improve their performance. This regular interaction supports staff development and enhances overall effectiveness.
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Department Directors |
Rule
Monthly Catch-ups: 360 Degree Feedback
To inform performance catch-ups, 360 feedback will be collected from individuals who work with the relevant staff member.
Gathering 360 feedback ensures a comprehensive and balanced assessment of the staff member’s performance, providing valuable insights for more effective developmental actions.
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Department Directors |
Rule
Appraisal Monitoring
Automated reminders for upcoming appraisals will be implemented. Line managers are responsible for ensuring their direct reports conduct appraisals for their teams.
Automated reminders help maintain a consistent appraisal schedule, ensuring that all necessary appraisals are conducted promptly. Holding line managers accountable guarantees that appraisal processes are completed, promoting regular performance evaluations and development.
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