Principals Page ContentAs a principal, you play a vital role in shaping the way we deliver education services to ensure students have the skill, knowledge and creativity to succeed in the global economy.Performance managementYou are responsible for ensuring all school employees are performing their duties to the best of their abilities and contributing effectively to the objectives in the school plan.All managers are expected to embed performance management into their practice. This involves regular and consistent monitoring of employee performance, and dealing quickly and effectively with poor performance or unacceptable behaviours.Developing trusting and respectful relationships with and between employees is essential to enable performance issues to be managed before they become discipline issues.Guidance is available in the managing unsatisfactory performance suite of procedures.Instructional leadershipInstructional leadership focuses on core learning priorities:quality curriculumstudent achievement and improvementpedagogical practiceteacher feedbackquality assessment.This commitment to instructional leadership by all principals is supported through the Principals' Capability and Leadership Resource (DoE employees only).Principals' Capability and Leadership ResourceThe Principals' Capability and Leadership Resource (DoE employees only) is a multi-layered resource designed to enrich principal capability development and focus principal performance development planning.Please note: this document can only be accessed through The Learning Place, which requires a login.MyHR Performance Capability and Talent - Performance and Development PlansA Principal's Performance and Development Plan is a record of the ongoing performance and development conversations between a principal and their supervisor. These conversations are central to the intent of the Developing Performance Framework.The focus of performance and development planning for principals is informed by: the department's Strategic Plan the School Planning, Reviewing and Reporting Framework (DoE employees only) the school strategic plan school operational plans. As a principal, you have a clear responsibility to deliver school performance through these processes and for delivering against strategies, targets and outcomes detailed in your school plans.Principal performance and development plans focus on aspects of performance including the key actions and capabilities needed to drive the delivery of:the school's improvement agendacapability developmentcareer planning.As a principal, you will develop your plan through discussion with your supervisor. Once agreement has been reached, your supervisor will approve the plan and together you will define a review timeframe.Your responsibilities as principal will also include working with deputy principals, and in some cases, Heads of Program at your school, to develop and implement their own performance and development plans in MyHR Performance Capability and Talent.Teaching and learning auditsIn 2010, the Queensland Government introduced comprehensive audit requirements for state schools in the area of teaching and learning. That year, all Queensland state schools were audited against eight domains covered in the Audit Instrument.The Audit Instrument was developed by the Australian Council for Educational Research (ACER) under contract to the department using international research.The instrument is also informed by: P-12 curriculum, assessment and reporting framework findings and recommendations from the 2009 Report by Professor Geoff Masters, 'A Shared Challenge: Improving Literacy, Numeracy and Science Learning in Queensland Primary Schools' (PDF, 1.29MB).Financial managementPrincipals are the accountable officer with respect to the financial management of their school. Principals are therefore required to complete the Online Financial Management Training Course within three (3) months of appointment. InductionThe induction process ensures that new employees are equipped with the knowledge to do their job effectively, and have an understanding of how their role contributes to the school's educational objectives.It is appropriate for a comprehensive local induction to take several months, but priority must be given to the mandatory induction relevant to the role. All employees are required to complete mandatory induction in either a face-to-face or online environment, and revisit the relevant mandatory components annually. See the appropriate induction planner for details of mandatory induction requirements for a role.Guidelines and resources are available to help you deliver effective mandatory and local inductions. DoE Induction Strategy (PDF, 555KB) DoE Induction website Mandatory Annual Training Ready Reckoner (PDF, 389KB) (DOCX, 369KB) - a useful resource to help Principals and Leaders plan induction activities for themselves and their teams Induction planners for various employee cohorts.Beginning teacher mentoringWe recognise that beginning teachers - and their students - can benefit enormously from engaging with a high-performing and experienced educator in a structured way and on a regular basis.An accredited mentoring program for beginning teachers has been introduced. For more information, visit the Professional Development website.Leading the performance and development processes Performance and development processes share a focus on relationships and interpersonal understanding.Many of the capabilities and tools that principals and school leaders need to lead the performance and development processes are applicable in many other leadership situations.Further information and resources: Team leader role in performance and development Developing Performance conversations Resources.Professional learning opportunitiesProfessional learning opportunities for principals include: Principal induction and resources New School Toolkit (DoE employees only)Membership of the relevant Principals' AssociationAttendance at various conferences.