What is the QLD Teacher Annual Performance Review Process?

Do I have to do an APR?

All teachers and leaders working for the Queensland Department of Education need to do their Annual Performance Review. Every teacher in a school, from school leaders to graduate teachers on a single-term contract, needs to have an Annual Performance Review Plan (APRP).

Who doesn’t need to do an APR?

The only people who don’t need to do an APR every year are temporary relief teachers. This is because it is very difficult for these teachers to have a manager or supervisor who knows enough about their work to conduct a thorough Annual Performance Review.

If you are a permanent relief teacher or district relieving teacher (DRT), you will need to complete an APR. This is because you will have a central point of contact and a site leader who will be able to help you review your performance each year.

If you are teaching in a QLD private school or in another state in Australia, you will not follow this process. These schools and states will have their own performance review process.

See more: Being a Permanent Relief Teacher – Is it Worth It?

What is the APR process?

The Annual Performance Review process is made up of three phases which take place over a 12-month cycle. 

Phase 1 – Reflection and Goal Setting.

During this phase, teachers need to think about their teaching practice and come up with some goals for the coming year. There are a few things that you could consider when setting your goals:

Once you’ve had a chance to reflect, each teacher will need to develop a maximum of three goals for the year. 

See more: What is the Pay Rate for QLD Teachers?

The goals that you develop will need to be SMART and agreed upon by your principal. They will also need to be explicitly linked to the APST if you didn’t use the standards to develop your goals in the first place.

After your goals are set, you’ll need to figure out how you’re going to reach them. With your supervisor, you’ll need to come up with some actions that you can take, as well as identify some people and resources that can support you. You’ll then need to document everything and your school will keep it on-record.

See more: How to Ace Your Next Job Interview as a Teacher

Phase 2 – Professional Practice and Learning

Now you need to do your actions. 

The Professional Practice and Learning phase often starts with some professional learning. Seeking out training to help you reach your teaching goals for the year will not only build your skills but help you focus on your goals. Because this is a part of your agreed APR, your principal and supervisor should support you in doing this.

This isn’t limited to workshops and seminars either. Professional learning could be mentoring or coaching, reading, observations or moderation. The one thing that you need to commit to is lesson observations so that you can get feedback on how you are implementing your actions, as well as your teaching more generally. 

See more: What is the Relief Teacher Pay Rate in Queensland?

Throughout this process, you’ll need to collect evidence. Lesson observation notes are fantastic evidence, but there is a huge range of options. The most important thing is that your supervisor is happy with your evidence. For example, your supervisor may not be happy with simple grades and would prefer to see samples of student work instead. This is one of the key reasons why you need to meet with your supervisor regularly throughout this process.

See more: How to Present a Great Professional Learning Workshop

Phase 3 – Feedback and Review

Throughout the 12-month cycle, you should be getting feedback from your supervisor. They are there to help you reach your goals, not simply judge whether you have met them or not. Make sure that you are getting regular feedback from your supervisor.

As for more formalised feedback, this cannot occur more than four times in the cycle. The final written feedback will be given at the end of the year during the final review. This written report will then be signed and dated by you and your supervisor. 

It is important to remember that your performance will not be rated as a part of the APR process. You will discuss whether your goals have been achieved or whether they are ongoing. The final review of your APDP will form the beginning of your APR for the next year.

See more: Is it Worth Becoming a Highly Accomplished Teacher?

Is the APR the same for everyone?

Principals, deputy principals, and heads of program still need to do an APR every year. There are a few differences in the process, though.

Principals and Deputy Principals

Similarly to classroom teachers, principals and deputy principals will still need to complete an Annual Performance Development Plan to improve their practice over a 12-month cycle. Because these site leaders do not spend as much time in the classroom, they are not reviewed against the APST like classroom teachers. 

For both principals and deputy principals, the Annual Performance Review process is closely aligned with the Australian Professional Standards for Principals, as well as the Leadership Profiles. Both of these standards have been determined by AITSL to describe the qualities and actions of highly effective school leaders.

If you are a school principal, you will need to complete your plan directly into MyHR. For deputy principals, you have the option of using MyHR or a Word or .pdf template.

See more: How to Increase Your Salary as a Teacher

Heads of Program

If you are the head of a school department, special education service, or if you are a guidance counsellor, your process is slightly different again.

Because you spend some time in the classroom still, your APR will focus on both the APST and the APSP. How much your APR relies on these different frameworks and standards will depend on your role, as well as conversations with your supervisor.

Elise is an enthusiastic and passionate Australian teacher who is on a mission to inspire and support fellow educators. With over a decade of experience in the classroom, Elise leverages her expertise and creativity to provide valuable insights and resources through her blog. Whether you're looking for innovative lesson ideas, effective teaching strategies, or just a dose of inspiration, Elise has got you covered.

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