It is at the school level, where the interaction between the Headteacher and the teachers with the children will have the biggest impact on the ability of the children to learn. To this end the systems of support, monitoring and evaluation will be highly developed and fully operational. This section outlines the role and responsibilities of each member of the school community in achieving the highest standard of learning and teaching.

The main elements of the system are a clearly identified Senior Leadership Team with defined responsibilities related to the support of staff and the monitoring of their performance, a Middle Management with an extended role to include regular monitoring of teacher performance and finally, the regular self-evaluation of teachers’ performance using a standard instrument and validated by senior staff.

The quality of learning and the use of the appropriate teaching methods and materials to achieve it, is the most important indicator of teacher performance. It is essential, therefore, that this is not taken for granted and the assumptions are not made about the quality based solely on experience and years of service. Regular and rigorous observation of lessons with feedback will be the main component of this monitoring process. Each teacher must therefore be accountable for his / her own performance and take suitable steps to ensure a professional, knowledgeable and skilful approach to their work. In addition, a thorough system of supervision linked to the appraisal process will be in place with appropriate records so that the judgments made may be validated by line managers, headteachers, education officers and the MERD Unit.

Each school will be responsible for evaluating its own performance and will seek to motivate staff and reward hard work as well as operating and carrying out a system of sanctions when staff do not fulfill the requirements of their contract.

Senior Leadership Team

  1. Every school will have a Senior Leadership Team (SLT) which will be appointed by the Headteacher and approved by the Heads of Departments of Education.
  2. The size of the SLT will be according to the size of the school.
  3. The Headteacher will lead the SLT and the Deputy Headteacher will automatically be a member.
  4. In Grade A and B schools, there will be a minimum of three members and a maximum of 5 according to the number of pupils on roll. In Grade D & E schools, there will be a minimum of two members and a maximum of 3.
  5. The third member of the Team in Grade A and B schools will be chosen from the Middle Managers (SMs, HODs, Divisional Heads). The second member in Grade C school will selected from among SMs, HODs or Divisional Heads.
  6. The second member in a Grade E school will be chosen from the remaining staff.
  7. The selection will be based on a combination of competence (proven professional ability) and years of service. However, the former will be the deciding factor.

8.Teacher Self Evaluation

  1. All teachers will be expected to carry out a regular self evaluation of their work as a teacher and, if appropriate, a manager according to a standard instrument provided by the Ministry of Education.
  2. The evaluation will be validated by the line manager and will form part of the Appraisal process and be used to identify areas for continuous professional development.

9.Records and Reporting Mechanisms

  1. All staff, including teachers and managers, will be expected to complete appropriate records and reports according to the school, Department and Ministry of Education policies.

Appraisal System

  1. It is the right of every teacher to expect to be appraised by the Appraisal Team in accordance with the Ministry of Education procedures.
  2. Appraisals will be used to identify staff development needs and assess competence.
  3. Systems of Rewards and Sanctions
  4. The school will seek to encourage and motivate staff at all levels to ensure the highest quality of education possible.
  5. The school will operate systems of sanctions when staff does not fulfil the requirements of their contract.


Training, Development and Support

  1. It is the right of every teacher to expect appropriate staff development through identified training needs according to the availability of resources.
  2. Schools should operate a system of support for all staff at all levels.
  3. It is the right of the school to expect support from the Department and Ministry of Education.