SchooliP encourages all staff members to be proactive and take full control of their own professional development. This helps to foster a proactive culture where development is at the forefront of everyone’s minds and is a consistent priority. Staff build up a personal portfolio which demonstrates their own personal development. They are encouraged to seek out training courses to enhance their skills and are empowered to make training requests. Leaders are able to view an overall picture of staff development and pinpoint areas of excellence or concern. This is achieved by regular and consistent feedback on staff progress.
Within a SchooliP school, individual staff objectives can easily be linked to whole school priorities and developments plans. This enables individual teachers to see real value in their work and helps them to appreciate the wider picture. Executive Headteachers can see an overview of development across their schools and comparisons of training needs can be made. A SchooliP school is one which is proactive where objectives are achieved.
Sharing Best Practice
Collaboration is at the heart of SchooliP and this helps to foster a culture of sharing. Best practice can easily be identified and showcased to others. This ensures talented and high achieving teachers receive recognition for their achievements. Skills sets can be analysed, and a complete picture of strengths and weaknesses can be built up. Areas for improvement can be quickly identified and prioritised. This can be particularly helpful for newly qualified teachers who can be signposted to colleagues who are best equipped to aid their development. Staff are encouraged to share their expertise and help others.
A SchooliP school is one of collaboration where teachers pull together and support each other. This culture helps staff to feel valued and actively seek ways to enhance their skills sets. Having a collective view of staff development empowers Headteachers and Executive Headteachers to make well informed decisions to enhance efficiency. SchooliP helps to encourage teamwork and collegiality. As a single platform for development, Executive Headteachers are able to identify rising stars/high performing teachers and create opportunities to share best practice throughout the group.
SchooliP ensures that appraisal reviews are carried out in a formal manner and accurate evidence is collected over time. This can serve as the cornerstone for performance pay discussions. Teachers have the opportunity to regularly demonstrate the value of their work and evidence can easily be uploaded via the SchooliP mobile app. At the click of a button, in depth tailored reports can be produced. This helps to fuel pay discussions in a fair and transparent manner and a complete history of appraisal dialogue is generated.
The progression of individual members of staff can be tracked and reviewed over time. Whole school and group reporting functions mean that overall progress can be viewed at a glance. Lesson observations can be carried out in real time using laptop or tablet devices in a format that is individually tailored to the needs of your school. Information is quickly collated and feedback is immediately given. Within a SchooliP school, dialogue between members of staff concerning their development over time is securely stored. This builds in a whole school picture and allows progress to be measured and regularly reviewed. SchooliP serves as a central platform to all development needs and ensures consistency in the appraisal process. This establishes effective quality assurance.
Effective tracking is at the heart of SchooliP. Our prompt based notification system means that appraisal targets and whole school objectives are at the forefront of everyone’s minds. The flexibility of SchooliP means that professional standards or school specific standards can be utilised as benchmarks. Strategic goals are effectively communicated to all members of staff to ensure consistency within performance management. The collation of reports is live meaning that all relevant parties can instantly access the information that they require.
Furthermore, reports can be tailored for specific audiences. Executive Headteachers can effectively moderate how individual schools are performing in relation to their objectives. An individual’s strengths and weaknesses can easily be assessed with SchooliP’s radar diagrams. This allows individual self-evaluation to be compared to actual appraisal outcomes on a radar diagram. This helps to identify development needs and continued professional development requests can easily be made within the system to support areas for improvement. Progress can easily be measured and be utilised to help support pay progression discussions. A SchooliP school is one that is transparent and operates a continual appraisal system to support staff in achieving objectives.
SchooliP ensures regular engagement between appraiser and appraisees throughout the school year. This consistent dialogue helps to create a nurturing environment where solutions to problems are sought and achievements are praised. A record of interactions is established which promotes transparency and ensures that important matters are not forgotten. Our prompt based system encourages regular and purposeful interactions with line managers.
For a group of schools, a consistent approach to communication is established which is helpful in ensuring objectives have been met. A SchooliP school is one which is information rich and there is a culture of accountability. Likewise, consistent communication means that there is a stronger understanding of the challenges faced within school. As a result, support can be targeted to assist colleagues to maximise their potential. Giving real value to the appraisal process and involving all parties helps to establish collegiality. Teaching staff are encouraged to seek ways to maximise their own professional involvement.