4xx培训教育集团.4 Teacher Management.doc

4.4 Teacher Management 4.4.1 Evaluations The DoS and CM should evaluate each teacher after 3 months and again after 9 months of each twelve-month employment period. This evaluation is a formal appraisal of the teacher’s work, and the aims are as follows: To set specific targets for the teacher for improvement To allow the teacher to raise any issues or concerns about the school To provide a signed, written record of performance The DoS and CM should get feedback on the teacher from others working with the teacher (other teachers, CCs, etc). They can also take into account feedback from students. Before the Evaluation The DoS / CM should: Remind the teacher one week and one working day in advance Explain the evaluation procedure, and ask teachers to evaluate themselves first Consult all relevant persons / records to establish a 360-degree view of the employee’s work performance During the evaluation The teacher and DoS / CM meet in private. The teacher and DoS / CM go through the evaluation form together identifying points of disagreement as well as points agreed on for commendation and points requiring improvement. These points are recorded. The teacher and DoS / CM together make an action plan. The action plan consists of points requiring improvement as mentioned above. Both sign the plan. The meeting should also cover the teacher’s future plans. After the evaluation The evaluation is kept and filed by the DoS. The teacher keeps a copy of the action plan. The action plan is made part of the next evaluation – were the targets reached? Feedback The DoS / CM should: Concentrate on positive aspects of the teacher’s work (provide concrete examples) Consider the most important areas for the teacher to improve in (concrete examples) Try not to dwell on minor issues Be frank but supportive Remember that the teacher may have different, but still valid, views In the Event of an unsatisfactory outcome The teacher’s probation period may be extended. A verbal or written wa