Overview
How am I involved in the developing performance process?
Tools
Resources
As a principal or deputy principal, you play a vital role in delivering the vision of Education Queensland.
Your leadership is critical in improving the educational outcomes of students in your school. You have a major influence on developing the quality of teaching and learning and nurturing positive relationships between students, teachers and stakeholders.
You create the conditions for staff to develop their performance and succeed. You also recognise the need to demonstrate that your performance is always developing and to model the value of life long learning to others.
The Developing Performance Framework offers a process, tools and resources to support you in:
It aims to build your job satisfaction in a supportive work environment where your contribution is recognised and your continued learning is valued.
First phase Second phase Third phase Fourth phase
The developing performance process is made up of four phases.
The first phase is called clarifying expectations and work focus. In this phase, you clarify:
You reflect on your role and responsibilities and recall events and tasks that illustrate expectations, work focus and steps taken toward your career goals.
To establish a shared understanding of expectations and work focus, you discuss your reflections with your team leader and confirm your key work tasks, professional development to support you in delivering strategic priorities and share your career goals.
The second phase is called reaching an agreement.
You and your team leader's shared understanding of expectations and work focus acts as the point of reference to make decisions collaboratively for the coming work period about:
In reaching an agreement, you and your team leader must remember that the focus is on you, your role and your developing performance.
Key work tasks must reflect the priorities for the school and your role in fulfilling them.
By sharing your career aspirations, whether they are to remain in your current role, transition to another role in the Department or career advancement, options for supporting your goals can be discussed with your team leader.
Your professional development and support activities will serve the multiple purposes of:
The latest enterprise agreement requires you to have a written developing performance plan (see tools ). The format of this plan should be negotiated with your team leader.
The third phase is called performing and ongoing support. In this phase, you put your developing performance agreement into action in your day-to-day work.
Throughout the work period, you provide regular updates on your progress and give and receive feedback to your colleagues and team leader. You discuss issues and new priorities as they arise. If it is necessary to make amendments to your agreement, you do this in collaboration with your team leader.
The fourth phase is called reviewing progress and improving performance.
In this phase you meet with your team leader. To prepare for this meeting, you reflect on your agreement, consider examples that demonstrate improved performance and think about future work goals.
In the meeting, you and your team leader review your progress, discuss your strengths and areas for further development and consider the range of reward and recognition options available to you.
None of the things you discuss come as a surprise as you will have talked about them as part of your day-to-day work.
For all phases First phase Second phase Third phase Fourth phase
The tools below are optional. You may choose to use them to support you during one or all phases of the developing performance process.
Performance development plan 
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This template is used throughout the developing performance process. In the first phase, you reflect on what you consider to be the main work tasks and your career goals for the coming period as well as any support and professional development you will access. In the second phase, record the details of what has been agreed with your team leader. In the fourth phase, you reflect with your team leader on the outcomes of agreed actions and determine next steps.
Guided reflection [an error occurred while processing this directive]
This tool provides a question frame to guide your thinking as you consider your current role, school priorities and your career aspirations.
Performance development agreement [an error occurred while processing this directive]
This template provides space to record the agreed performance objectives, activities, links to strategic documents and dates for completion. It also includes a development plan to record professional development and career goals.
Tracking my developing performance [an error occurred while processing this directive]
This tool provides space to record the activities you undertake to develop your performance, what you have achieved or learned, evidence of this achievement/learning and your personal reflections on your performance. By jotting down your thoughts, this tool acts as a memory aid during your performance review.
Continuing professional learning log [an error occurred while processing this directive]
This log provides space to record details of professional development and support you either give or receive during the work period. By maintaining this log throughout the work period, this tool acts as a memory aid during your performance review.
360 degree feedback
In this process, you invite your team leader, staff, students, parents and/or community members to complete a questionnaire that provides feedback on different aspects of your performance. The feedback provides the focus for in-depth discussions with your team leader to compare your own perceptions and those of others and to decide the next steps required to continue to develop your performance.
You can use the resources below as a point of reference for developing your performance.
Leadership Matters
This framework outlines the leadership capabilities required of Education Queensland principals.
Continuing Professional Development Framework 
This outlines the requirements of the Queensland College of Teachers, Continuing Professional Development (CPD) Framework, associated with the renewal of teacher registration.
This page was last reviewed on 31 Jan 2011
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© The State of Queensland (Department of Education, Training and Employment) 2008.