Your performance management meeting is a chance to reflect on what you have achieved, agree where to grow and set next year's priorities, as well as an accountability check.

Who appraises you, and on what basis

Added 13 October 2026.

  • Maintained schools (community, voluntary, foundation, community special, foundation special and maintained nursery schools): under the Education (School Teachers' Appraisal) (England) Regulations 2012, the governing body must appoint an external adviser to give it advice and support on the headteacher's appraisal (regulation 4), and must appraise the headteacher once in each appraisal period, consulting that adviser (regulation 7). The appraisal assesses your performance against the relevant standards and your objectives, identifies your development needs, and, where the School Teachers' Pay and Conditions Document applies, includes a pay recommendation (regulation 7(6)).
  • Academies: the 2012 Regulations define "school" as the maintained schools above, so they do not bind academy trusts. Your trust's own appraisal policy sets out who appraises you and whether an external adviser is used. Ask for it before your meeting.

Five things to prepare:

1. Align with the Headteachers’ Standards

The Headteachers’ Standards (2020) underpin effective school leadership in England. They are non-statutory guidance, and the DfE says they can be used to inform the performance management of headteachers, as well as to shape your own practice and professional development.

Be familiar with how they are organised:

  • Ethics and Professional Conduct: At the core of the standards, including the Seven Principles of Public Life (the Nolan principles).
  • Culture and Ethos: School culture, behaviour, and professional development.
  • Curriculum and Teaching: Teaching, curriculum and assessment, and additional and special educational needs and disabilities.
  • Organisational Effectiveness: Organisational management, school improvement, and working in partnership.
  • Governance and Accountability: Underpins all of the other domains.

Together these make up the 10 headteachers’ standards. There is no hierarchy between them.

Read the Headteachers’ standards 2020 on GOV.UK

2. Prioritise Your Wellbeing

Sustainable leadership depends on wellbeing. Consider these strategies to protect your mental, emotional, and physical health:

  • Work–Life Balance: Delegate appropriately and block time for personal priorities.
  • Mindfulness and Stress Management: Try breathing techniques, journaling, or brief reflective practices.
  • Physical Health: Prioritise sleep, diet, hydration, and exercise.
  • Peer Support: Don’t isolate yourself—regular check-ins with other leaders matter.

Explore: Education Support’s Wellbeing Resources

Visit: NHS Every Mind Matters

3. Seek Professional Support

No headteacher leads alone. Drawing on a network of expertise and support is a sign of strength, not weakness.

  • Mentors and Coaches: Experienced heads or external coaches can offer perspective and challenge.
  • Local Authority/Trust Advisors: Use their experience for compliance, improvement planning, and HR advice.
  • Professional Bodies: Organisations like NAHT, ASCL, and Headteacher Chat provide leadership resources and forums.
  • Peer Networks: Stay connected through regional clusters, leadership briefings, and online communities.

Join: Headteacher Chat Community

Consider: Leadership masterclasses and coaching programmes.

4. Compile Clear Evidence

Your performance management review should be informed by clear, balanced evidence. This includes both quantitative data and qualitative reflection.

Focus areas might include:

  • School Outcomes: Pupil progress, attainment, behaviour, attendance, and safeguarding audits.
  • Strategic Implementation: Progress on development plans and initiatives.
  • Staff Voice: Feedback from staff surveys or informal listening.
  • Parental and Community Feedback: Engagement levels and outcomes.
  • Self-Reflection: Honest appraisal of your leadership decisions, challenges, and learning.
  • Professional Development: CPD undertaken and its impact.

Use: Editable templates, such as:

Editable Headteacher Performance Management Record (available in leadership communities).

5. Approach the Meeting as a Professional Dialogue

Your performance management meeting is a collaborative conversation, not a one-way assessment. Approach it as:

  • An opportunity to reflect with honesty.
  • A space to advocate for what you and your school need.
  • A stepping stone toward next year’s goals.
  • A chance to celebrate wins and plan for what’s next.

Additional Resources