Quick answer
Teacher appraisal is the regular review of a teacher’s performance against agreed standards, used to recognise strengths and plan development. A fair appraisal uses clear criteria, evidence from several lesson observations, student work and progress, self-review, and feedback from leaders, and ends with goals and support for the coming year rather than only a rating.
- Agree standards at the start of the year.
- Use several sources of evidence, not one observation.
- Include self-review and a genuine conversation.
- End with development goals and support.
What criteria should a teacher appraisal use?
| Area | What good looks like |
|---|---|
| Planning | Lessons with clear objectives, suitable activities, and assessment |
| Teaching | Clear explanation, questioning, and active student involvement |
| Assessment | Regular checks, timely feedback, accurate records |
| Classroom climate | Calm routines, respect, and inclusion |
| Student progress | Evidence that students are learning over time |
| Professional conduct | Punctuality, collaboration, communication with parents |
| Development | Training completed and applied |
How does a teacher appraisal process work?
- Set goals. At the start of the year, agree two or three goals with each teacher.
- Gather evidence. Lesson observations, student work, results, and feedback through the year.
- Self-review. The teacher reflects on progress against goals.
- Meeting. Leader and teacher discuss evidence, strengths, and areas to develop.
- Record. Agree outcomes and a development plan in writing.
- Support. Provide coaching, training, or mentoring for the plan.
How should lesson observations be used?
- Observe several lessons across the year, not one.
- Agree the focus in advance.
- Give feedback within a day or two.
- Focus on what students are doing and learning.
- Avoid graded single lessons as the main evidence.
Should student results be part of teacher appraisal?
Student progress matters, but results depend on many factors outside a teacher’s control, such as attendance and prior attainment. Use progress over time, compared fairly, as one source of evidence among several, not as the only measure.
What mistakes should schools avoid in appraisal?
- Rating teachers on one observed lesson.
- Surprising teachers with criteria they did not know.
- Using appraisal only to decide pay, with no development.
- Collecting paperwork that nobody reads.
Where should appraisal records be kept?
Appraisal records are confidential personnel data. Keep them in a secure staff record system with role-based access, so only the teacher and authorised leaders can see them. Hudace SchoolOS provides staff profiles, change history, role-based permissions, and talent and workforce management tools.
Frequently asked questions
What is teacher appraisal?
A regular review of a teacher’s performance against agreed standards, used to recognise strengths and plan development.
How often should teachers be appraised?
Usually once a year, with evidence gathered throughout the year.
Who appraises teachers?
Usually the principal or a senior leader, often with a head of department.
What is included in a teacher appraisal form?
Goals, evidence, ratings or comments by area, the teacher self-review, and a development plan.
Is a lesson observation enough for appraisal?
No. Use several observations and other evidence such as student work and progress.
Should appraisal be linked to pay?
Some schools link them, but appraisal works best when its main purpose is development.
Can teachers disagree with an appraisal?
A fair process lets teachers add comments and request a review.