Professional Appraisal for School Leadership Teams

At Edsolnz, we deliver independent, well-informed appraisals for senior school leaders that align with the school’s values, vision, and priorities. Our appraisals are built on respectful collaboration and are designed to support performance development, leadership growth, and role clarity.

Whether it’s a deputy principal, assistant principal, or member of the wider leadership team, our process helps clarify responsibilities, reinforce strengths, and highlight development areas in a structured and supportive way.

Designed for Senior Leaders Across New Zealand Schools

This service is ideal for school boards, principals, and leadership teams seeking an impartial, professional approach to appraising senior leaders. We work across primary, intermediate, and secondary schools, offering flexible support tailored to the specific leadership structure of each school.

Whether you’re introducing formal appraisals for the first time or looking to improve your current process, our consultants bring the expertise to guide and support effective school leadership development.

Supporting Your School with Expert Senior Leadership Appraisals

We work closely with principals and school boards to ensure each appraisal aligns with the school’s strategic priorities and the leadership role in question. Our process is built on professionalism, trust, and confidentiality, and is focused on supporting long-term growth.

Our senior leadership appraisal process follows five key phases:

1. Understanding the School & Role Context
   We begin by learning about your school, leadership structure, and specific role responsibilities to ensure the appraisal is relevant and meaningful.
2. Initial Meeting & Goal Setting
   We meet with the senior leader and principal (or delegated appraiser) to reflect on expectations, identify focus areas, and confirm performance indicators and outcomes.
3. Ongoing Engagement
   Check-ins and reflective conversations are scheduled throughout the year. These help monitor progress, adjust goals if needed, and provide timely developmental feedback.
4. Evidence Gathering & Evaluation
   We draw on a range of evidence sources including self-appraisals, stakeholder input, surveys, and interviews to form a balanced, well-informed evaluation.
5. Final Feedback & Development Planning
   The process concludes with a formal review meeting to present findings, celebrate strengths, and agree on next steps. A written report is provided to support continued growth and role development.

Strengthen Leadership and Build Capability

A well-executed senior leadership appraisal provides clarity, direction, and professional insight. Schools benefit from improved team performance, clearer leadership expectations, and stronger alignment with school goals. Senior leaders gain constructive feedback, strategic development pathways, and recognition for their contributions.

Our clients consistently tell us that our structured approach helps foster accountability, improve leadership cohesion, and support a positive school culture.