An example of an employee development plan for my organization, the Toronto District School Board, is the performance appraisal process for principals and vice-principals (click on the link below). This performance appraisal process is oriented around 5 core leadership capacities: setting goals, aligning resources with priorities, promoting collaborative learning cultures, and using data (The Institute for Ontario Leadership, n.d.). The capacity to both collaborate and build collaborative opportunities within and across schools is a competency embedded in provincially-sponsored professional development opportunities for school administrators (The Institute for Ontario Leadership, n.d.). Collaboration is highly valued in my organization because it enables “schools, school communities and districts to work together and to learn from each other with a central focus on improved teaching quality and student achievement and well-being” (The Institute for Ontario Leadership, n.d., p. 8).
Innovation is promoted through dialogue. The ability to have ‘courageous conversations’ focused on challenging current practices allows for new ideas and innovation leading to improvements in student achievement and well-being (The Institute for Ontario Leadership, n.d.).
Principal Performance Appraisal
Ministry of Education (2013). Principal/Vice-principal performance appraisal. Retrieved from http://www.edu.gov.on.ca/eng/policyfunding/leadership/ppa_manual.pdf
The Institute for Ontario Leadership (n.d.). Ontario Leadership Framework. Retrieved from https://www.education-leadership-ontario.ca/application/files/8814/9452/4183/Ontario_Leadership_Framework_OLF.pdf
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