The Plan: Part I – Criterion 3 Situational Appraisal

The staffing of a school is always important. If the human resource department is doing its job, staff are recruited in an open and transparent process which is effective at bringing in quality at rates which are competitive both for the employer and employee. Once recruited, staff develop high morale, perform well in open appraisal, are acknowledged by their colleagues for their successes and contributions, and have access to all necessary training.

This state is maintained by careful needs analysis, interviews which are constructive and open-ended, and developmental sessions which are helpful and non-threatening. This state is improved by fulfillment of training needs in a convenient and effective way, genuine team-building, proper acculturation and mentoring processes that are directed and helpful.

A negative state is often indicated, created or maintained by several obvious things. These include low but persistent unhappiness, lack of financial support, dysfunctional teams, uninspiring management or leadership, closed or opaque processes for evaluation and appraisal, and excessive effort for minimal returns in terms of acknowledgement and bonuses. A high staff turnover rate, say in excess of 5%, is also a pretty obvious indicator.

A simple question can be asked, which if answered truthfully, will reveal the perceived staff quality at all levels: "Would you recommend your immediate superior/subordinate/cubicle neighbour for a promotion in grade?" The fewer positive answers are received, the worse the situation; conversely, if everyone says yes, either they all have no clue or they are all happy with the existing quality. In any case, positive returns should mean that the school has reached steady state in morale.

Negative answers are more useful because they reveal what can be done to improve the school as a whole. In general, any problems with staff morale, welfare, competence and ability should be examined carefully to see if related school processes are inadequate or lacking. Staff should be happy, healthy, effective and clever. Sometimes, a relative lack in one of these traits as compared to the rest is enough to cause problems. The HR department must be perceptive and handle this as best as they can. At the same time, it is probably the principal or CEO of the institution who has the greatest part to play.