Performance Appraisal is that mechanism you set up to measure your staff’s actual performance compared with the preset (and understood) expectations. It gets them to score and push themselves based on those performance indicators. Easy to understand as stated, isn’t it? The problem is…We’re talking about the school here, with it’s peculiarities. so many moving parts and quite a number of variables.

Objectives & Advantages of Performance Appraisal

It is said that performance appraisal is an investment for the school which can be justified by following advantages:

Promotion: Performance Appraisal helps the school owner to chalk out the promotion programmes for efficient teachers/staff. It equally helps you build the courage to fish out and probably let go of unproductive ones. A big reason you’re not meeting up with your bills could be that your school has too many redundant hands, hiding under your benevolent canopy . In this regards, inefficient workers can be dismissed or demoted in case.

Compensation: Performance Appraisal helps in chalking out compensation packages for productive teachers/staff.

Merit rating is possible through performance appraisal because it tries to give worth to good performance. Everyone shouldn’t be on the same level. The school workplace is allowed to be unfair in terms of rewarding productive staffs. More should be given to those who do more and this should be visibly so. If not for anything, it should create competition. Remember, I told every teacher/staff is your apprentice. I’ll be teaching them on the principle of apprenticeship this Saturday. Nigeria as a country does not actually need a big change. What we need are little changes in everyone’s workplace attitude – Employer and Employee

Compensation packages which includes bonus, higher salary rates, extra benefits, allowances and pre-requisites are dependent on performance appraisal. The criteria should be merit rather than seniority.

Employees Development: The systematic procedure of performance appraisal helps the supervisors to frame training policies and programmes. It helps to analyse strengths and weaknesses of employees so that new jobs can be designed for efficient employees. It also helps in framing future development programmes.

Selection Validation: Performance Appraisal helps the supervisors to understand the validity and importance of the selection procedure. The supervisors come to know the validity and thereby the strengths and weaknesses of selection procedure. Future changes in selection methods can be made in this regard.

Communication: For a school, effective communication between employer and employee is very important. Through performance appraisal, communication can be sought for in the following ways:

Through performance appraisal, the employers can understand and accept skills of subordinates. The subordinates can also understand and create a trust and confidence in superiors.It also helps in maintaining cordial and congenial labour management relationship.It develops the spirit of work and boosts the morale of employees.

All the above factors ensure effective communication.

Motivation: Performance appraisal serves as a motivation tool. Through evaluating performance of employees, a person’s efficiency can be determined if the targets are achieved. This very well motivates a person for better job and helps him to improve his performance in the future.


So for a school. I’ve simplified the method for performance appraisal. Actually, you may follow the example I’m going to give here or design your own, the objective is simple , I already explained them above. One interesting thing is, most of us who have worked perhaps in larger schools or organization yet may have a vague idea of the importance of performance appraisal because we mostly see it as a judgment process and perhaps just a tool for the employer to justify not giving you a promotion or salary increment.

Funny isn’t it. Many employers are actually guilty of that. But don’t let yours be that way. Your teachers will feel the same way – apprehensive – but that doesn’t take anything away from the overall importance of doing it and getting the benefit it brings



1. Design A Form For Teachers/Staffs

2. Let all staff appraise themselves – Honesty is part of the process

3. Them let senior staffs appraise junior ones

4. Rate the following key areas under 5 different options of:

*1. Exceeds Expectations (5 marks)
*2. *Above Expectations (4 marks)
*3. Meets Expectations (3 marks)
*4. Improvement Needed (2 marks)
*5. Unsatisfactory (1 mark)

5. Sum up the scores

6. Finally conduct interviews to discuss the outcomes, performances, way forward and rewards (or maybe discipline)


JOB KNOWLEDGE: The employee’s understanding of his/her specific job responsibilities and general goals of the agency
__ Exceeds Expectations: Demonstrates deep knowledge of the professional field and understands the most complex aspects of
the job responsibilities.
__ Above Expectations: Demonstrates solid working knowledge of the professional area and is capable of handing complex
__ Meets Expectations: Demonstrates sufficient knowledge of the professional area and performs job responsibilities well.
__ Improvement Needed: Lacks knowledge in several basic elements of the job. Requires frequent instruction in areas of
fundamental knowledge.
__ Unsatisfactory: Performance is consistently below the expected level. Despite a reasonable period of orientation, and/or instruction, job knowledge remains at an unacceptably low level.

Comments or Performance Examples:__

QUALITY OF WORK: The accuracy and thoroughness with which the employee performs tasks

__ Exceeds Expectations: Consistently produces work that is of the highest quality and accuracy.

__ Above Expectations: Almost always produces high quality, accurate work.

__ Meets Expectations: Typically produces quality work with occasional errors.

__ Improvement Needed: Attention needed to producing work that is more thorough and accurate.

__ Unsatisfactory: Performance is consistently below the expected level.  Disorganized and usually unprepared

Comments or Performance Examples:__

COMMUNICATION: Effectively conveys and receives ideas, information and directions; listens effectively; demonstrates good
verbal and written communication. Shares appropriate information with coworkers and management.

__ Exceeds Expectations: Excellent oral and written communication skills. An active listener who has a sound sense of when to
share important information and with who to share it with.

__ Above Expectations: Demonstrates above average oral and written communication skills.

__ Meets Expectations: Demonstrates solid communication skills but may need occasional training to sharpen certain areas.

__ Improvement Needed: Additional training to develop communication skills is recommended. Frequent communication break
downs can cause confusion with coworkers and interfere with the employee’s ability to complete assignments accurately.

__ Unsatisfactory: Performance is consistently below the expected level. Communication skills are extremely poor.

Comments or Performance Examples:___

PRODUCTIVITY / RELIABILITY: Maintains fair workload; takes on additional responsibilities as needed; manages priorities; develops
and follow work procedures; completes assignments on time and with accuracy.

__ Exceeds Expectations: Reliability never in question. Work assignments always completed with the highest level of accuracy
and ahead of deadline.

__  Above Expectations: Very reliable. Work always performed accurately and on time.

__  Meets Expectations: Reliable employee. Work assignments typically completed accurately and in a timely fashion.

__ Improvement Needed: Work deadlines frequently missed and assignments tend to have a high level of inaccuracies.

__ Unsatisfactory: Performance is consistently below the expected level. Resists assignments and requires constant direction.

Comments or Performance Examples:__

DEPENDABILITY / INITIATIVE: Demonstrates independent action and resourcefulness on the job; Performs duties in an acceptable
manner with minimal supervision.

__ Exceeds Expectations: Constantly exhibits independent action and resourcefulness. Exercises outstanding judgment on
knowing when to seek guidance from supervisor. A highly motivated employee.

__ Above Expectations: Frequently exhibits independent action and resourcefulness. Exercises good judgment on knowing when
to seek guidance from supervisor.

__  Meets Expectations: Dependable employee. Generally demonstrates independent action with minimal supervision.

__ Improvement Needed: More independent action is needed. Requires more than normal supervisory guidance in normal, job‐
related decisions.

__ Unsatisfactory: Performance is consistently below the expected level.  Requires constant supervision at all times.

Comments or Performance Examples:__

ATTENDANCE: Consistently is on time and ready to work at the start of shift and after breaks; requires no start‐up time; always
provides proper notification or advance notice for absence or tardiness.

__ Exceeds Expectations: Consistently is on time and always provides proper notification or advance notice for absence or
tardiness.  Never requires any start‐up time.

__  Above Expectations: Occasionally early and usually prepared to work at prescribed time. Rarely absent.

__  Meets Expectations: Attendance record satisfactory. Generally on time. Works well without prodding.

__ Improvement Needed: Employee attendance record is unstable.

__ Unsatisfactory: Performance is consistently below the expected level. Seldom on time. Absent often.

Comments or Performance Examples:__

RELATIONS WITH OTHERS: Consider employee’s abilities to maintain a positive and harmonious attitude in the work environment.

__ Exceeds Expectations: Successfully works with others to achieve desired results. Always able to prevent, resolve conflicts. Is very open‐minded and flexible. Very respectable towards co‐workers.

__  Above Expectations: Always maintain a positive attitude in the work environment. Always willing to help.

__ Meets Expectations: Employee typically contributes to team projects and has a positive working relationship with co‐workers.

__ Improvement Needed: Often disagreeable in cooperating with co‐workers and fails to get along with others.

__ Unsatisfactory: Performance is consistently below the expected level. Uncooperative.

Comments or Performance Examples:__

PROFESSIONALISM: Displays the behavior, demeanor and appearance generally associated with the assigned position.

__ Exceeds Expectations: Consistently demonstrates a superior level of professional behavior, attitude and appearance. Has
achieved certification(s) available for position. Maintains superior personal standards and strict confidentiality. Exercises

__  Above Expectations: Consistently demonstrates a above‐average level of professional behavior, demeanor and appearance.
Actively pursues continuing education and learning opportunities. Maintains confidentiality.

__ Meets Expectations: Consistently demonstrates good professional behavior, demeanor and appearance. Participates
effectively in job skills training opportunities as offered by the agency. Maintains confidentiality.

__ Improvement Needed: Needs to make a more serious effort to demonstrate professional behavior appropriate to the

__ Unsatisfactory: Performance is consistently below the expected level.

Comments or Performance Examples:__

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