Performance management for schools

KRAs that fit a teacher's year

Keep teacher KRAs to five or six, weighted to add up to 100. Results matter, but measure them as improvement over the class's own starting level, not as a raw pass percentage, because a teacher given the weakest section should not be punished for it. Classroom observations by the coordinator carry real weight, as do lesson plans submitted on time and parent communication through the diary and PTMs. A small weight for co-curricular work recognises the teacher who runs the science club or trains the quiz team.

• Syllabus completed as per the plan: 20
• Improvement in class results over the baseline: 25
• Classroom observation ratings: 25
• Lesson plans and records on time: 10
• Parent communication and PTM follow-up: 10
• Clubs, events and co-curricular work: 10

The review rhythm in a school year

Set goals in April, or in June for a June-start school, once teachers know their classes. Hold a mid-year review in October after the half-yearly results, while there is still time to turn a difficult class around. The annual review follows the final results in March or April and feeds increments and the confirmation of teachers on probation. Coordinators should share observation notes with the teacher within a week of each visit, so that nothing in the annual review comes as a surprise.

KRAs for coordinators and non-teaching staff

A section coordinator is measured on the section as a whole: syllabus progress across classes, substitution arranged without unsupervised periods, parent complaints closed within a week and new teachers mentored through probation. For the accounts office, fee receipts reconciled daily and salaries processed by the 5th are fair measures. Transport staff can be measured on trips on time, every child handed over at the right stop and daily vehicle checklists. Reception and admission staff can be measured on enquiries followed up within 48 hours and forms complete before the admission cut-off.

How to set it up in ZeniaHR

1. In Performance, create an annual review cycle for the academic year and a probation cycle for new teachers, with the rating scale your school uses.
2. Add goals for each teacher typed as KRA, each with a weight, such as syllabus completion, results improvement and classroom observation, adding up to 100.
3. Add KPI goals for coordinators, accounts, transport and reception staff that match their work, with weights agreed at the start of the session.
4. Update goal progress after the half-yearly results and after each observation, so weighted progress for each teacher stays current.
5. Keep observation notes and teacher reflections in your own format outside ZeniaHR, and use the cycle summary to compare sections before increments are decided.

Read more about performance in ZeniaHR.

Roles this applies to

Frequently asked questions