See what staff appraisals change at your institution
Before vs. after adding staff appraisals to iVake
Where you are today
Holding you back
Every department scores differently
One department rates out of five, another writes a paragraph, and nobody can compare the two when increments or promotions are decided.
Pain point
Forms chased at year end
Self-appraisal forms go out in March, reminders follow by circular, and nobody is sure whose form never came back.
Pain point
Evidence missing when it matters
A promotion case or a grievance arrives, and the file holds three formats over five years, with gaps nobody can explain.
Pain point
A score without a next step
Staff receive a rating but no word on what would improve it, and good teachers leave without seeing a path forward.
Pain point
- 3+Formats used for the same review
- WeeksSpent chasing returned forms
- 2+Offices holding parts of one staff file
Your institution, transformed
Everything connected
One framework, set per role
Criteria, rating scale and weightings are set once for teaching and non-teaching roles, and used in every department.
Solved
Cycles that run on schedule
Forms open on the date you set, reminders go out on their own, and a status view shows who is still pending.
Solved
A file that holds up
Each cycle’s ratings, comments and evidence sit on the staff record, with every change on the audit trail.
Solved
Development after every review
Gaps become development goals with training attached, so the next cycle has something concrete to measure.
Solved
- 1Framework across departments
- 1Record per staff member, every year
- 0Forms chased by circular
Ready to make the switch? See how it works for your institution.
Structured appraisal that stands up to scrutiny
Criteria that describe what each rating level looks like replace one person’s impression. When an increment, a promotion or a grievance is questioned, the reasoning is already written down.
- Competencies for teaching, research, administration and conduct, with a description for each level
- The same scale and weightings in every department, so a rating means the same thing everywhere
- Self-appraisal and reviewer ratings shown side by side before the review meeting
Goals that connect the institution’s plan to each teacher
Start from what the institution has promised its governing body, university or peer team. Departments set objectives against it, each teacher’s goals sit under those, and the review shows how the pieces fit.
- Institution goals linked to department objectives and to individual goals
- Goal templates with a measure, a date and the evidence expected
- Mid-year check-ins recorded on the goal, including any change and the reason for it
A next step after every review
A rating on its own tells a teacher nothing about next year. Gaps found in the review become development goals with training attached, and each role shows what is expected for the next step.
- Competencies rated below the level expected for the role are listed after each cycle
- Development goals linked to workshops, faculty development programmes and courses
- Each role shows the competencies expected for promotion, so progress is visible
Staff appraisal features
Everything you need to manage staff appraisals effectively
Flexible cycles
Annual, half-yearly or probation reviews, set per role.
Scheduled reviews
Reviews open by joining date, probation end or the academic calendar.
Status tracking
Pending, submitted and reviewed, by department, on one screen.
Deadline reminders
Reminders by email, WhatsApp or in the app, firmer as the date nears.
Appraisal reports
Ratings and gaps by department, role and competency, ready to export.
Approval chains
Reviewer, head and principal sign-off, set by your administrators.
Audit trail
Every rating and change logged with who made it and the previous value.
Rollout support
Staff records migrated and a written rollout plan with phases, owners and dates.
Frequently asked questions
Get answers to common questions about staff appraisals
Can teaching, research and non-teaching staff be appraised on different criteria?
Yes. Each role has its own competencies and weightings, so a post with a research brief can be weighted towards publications and projects, and one with a heavy teaching load towards the classroom. Office and support staff have their own set. The framework is shared, so the institution can still compare departments.
What if a goal has to change halfway through the year?
The change is recorded on the goal with its date and the reason. If a teacher takes on extra sections or a project is dropped, the year-end review reads the revised goal, so nobody is marked down against a plan that no longer applied.
Can student feedback be included in a teacher’s appraisal?
Yes. Feedback collected from students for a term can be brought into the review for the same period, alongside the reviewer’s ratings. Your institution decides how much weight it carries, and for which roles.
Do you support feedback from peers and heads as well as the reviewer?
Yes. A wider feedback round can run separately from the main appraisal, with nominated colleagues completing a short form on the competencies relevant to them. You choose which sources count for which roles, and responses are gathered on the staff record before the final rating.
Who can see appraisal records, and how long are they kept?
Access follows the same rules as the rest of iVake, set by campus, department and role. Staff see their own records, heads see their department, and the principal or HR sees across their scope. Records stay on the staff file for as long as your policy requires, and move with the person if they change department.
Can appraisal records support NAAC and promotion files?
Appraisal ratings, publications entered against the faculty member and development programmes attended are all on the staff record. Evidence for NAAC governance metrics or a promotion file under your university’s rules is read from that record rather than collected again. Check the current requirements with your university or regulator.
How long does it take to set up for staff used to paper forms?
Frameworks, roles and cycles are agreed in discovery and configured with the rest of the platform: roughly four weeks for a school, six to eight for a university or a group. Each role is trained on its own screens, and sessions are recorded for anyone on leave.
Cloud, hosted in your region
REST API & webhooks- SSO: Google, Microsoft & SAML
Encrypted, backed up daily
Built for the DPDP Act- Full security details
Built for your institution type
See how this feature works for your specific institution
CBSE, ICSE & state-board schoolsTeacher appraisals linked to classes taught and results
UniversitiesOne framework across departments and campuses
Degree collegesFaculty evidence ready for NAAC and promotion files
ITIs, polytechnics & skill centresTrainers appraised on batches delivered and outcomes
Playschools & pre-primaryShort, simple reviews for teachers and support staff
Professional collegesDevelopment goals linked to faculty development programmes
Integrations, comparisons & tools
Extend staff appraisals with integrations, see how iVake compares, and run the numbers
Related features
Faculty Management
Teaching load, substitutions and exam duty, visible rather than assumed.
Staff Recruitment
Vacancies, applications and interviews on the record that becomes the staff file.
Payroll
Salaries on the same platform, with payslips sent to staff in the app.
Leave Management
Leave requested and approved in the app, with the register updated.
Surveys
Feedback from students and staff, gathered on the records it concerns.
Multi-Level Approvals
Approval chains set by your administrators, versioned and visible.
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Ready to transform your staff appraisals?
See how iVake keeps every review, goal and development plan on the staff record, so decisions rest on evidence rather than memory.
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