Performance reviews enable organisations to understand their employees’ performance, professional development and contribution to the organisation’s performance.

Performance reviews have two purposes, to:

• identify areas for growth and learning to form an employee’s PDP
• inform administrative decisions on aspects of employment, such as salary progression or promotion.

Goal setting and performance appraisals are therefore essential elements of the performance review process.

In February and March 2020, we surveyed Victorian Government school principals to support this audit. We did this to understand principals’ experiences with the PD process, what works well and what could work better.

We sent the survey to 1 332 principals across primary, secondary and special schools. We received 479 responses (a response rate of 36 per cent). Because the survey was optional, there was a risk that respondents did not represent the whole principal population due to self-selection.

We have consulted with DET and we considered its views when reaching our audit conclusions. As required by the Audit Act 1994, we gave a draft copy of this report, or relevant extracts, to DET and asked for its submissions and comments.

Responsibility for the accuracy, fairness and balance of those comments rests solely with the agency head.

Conclusion

DET does not have a comprehensive understanding of principal performance or learning and development needs across its regions or the state. It does not analyse performance outcomes, systematically monitor how principals participate in the PD cycle or routinely analyse principals’ professional learning and development needs.

This is a missed opportunity to take a more evidence-informed approach to improving principal performance through tailored and targeted performance and professional development.

Conclusion

DET has limited oversight of the principal PD model and there are inconsistencies in its guidance materials about it. As a result, some principals’ PDPs lack: