> ## Documentation Index
> Fetch the complete documentation index at: https://docs.ret.systems/llms.txt
> Use this file to discover all available pages before exploring further.

# Enable and Configure the Professional Development Module

> Enable the appraisal module, configure staff types and templates, assign appraisers, and launch the annual review cycle in Clever School Systems.

Follow the steps below to enable the Professional Development module and prepare your school for the annual appraisal cycle.

<Note>
  Initial setup requires Administrator access.
</Note>

## Quick Start

<Steps>
  <Step title="Enable the module">
    Go to **Administration > Modules** and enable **Professional Development**.
  </Step>

  <Step title="Assign a Performance Manager">
    Go to **Administration > Users** and assign the **Performance Manager** role to the appropriate member(s) of staff. Performance Managers oversee the appraisal process and quality-assure objectives across the school.
  </Step>

  <Step title="Open the module">
    Reload the page and select **Professional Development** from the sidebar to begin configuration.
  </Step>

  <Step title="Create Staff Types and add template objectives">
    Create **Staff Types** to group appraisals logically — for example: Teacher, Head of Year, Site Staff. For each type, add **template objectives** that appraisers can draw on during the initial objective-setting meeting.
  </Step>

  <Step title="Assign appraisers">
    Ensure every member of staff has an assigned **appraiser**. An appraiser must be in place before an appraisal record can be created for that member of staff.
  </Step>
</Steps>

## Running the Appraisal Cycle

Once setup is complete, the appraisal cycle follows these four stages:

### Objective Setting

The appraiser and appraisee meet and agree objectives on the system. Objectives can be added individually, copied from the previous year, or selected from a template for the staff type. Each objective requires success criteria, evidence notes, and identified professional development needs.

### Interim Review

Part-way through the year, both parties add interim comments to each objective and agree the interim review on the system. Either the appraiser or appraisee can record comments first.

### Self Review

At year end, the appraisee writes a self-review for each objective. Once all self-reviews are complete, the appraisee submits the record — the appraiser receives an automatic notification that it is ready for final review.

### Final Review

The appraiser records a final outcome for each objective (**Met / Partially Met / Not Met**) and adds overall comments on strengths, areas for development, and a summary. The appraisee adds a final comment. The appraiser then completes the review, and a copy is emailed to both parties automatically.

<Tip>
  Automated reminders are sent to staff and appraisers as key appraisal dates approach. Reviews can also be printed at any stage of the cycle.
</Tip>

## Managing Confidentiality

Use the confidentiality settings to control who can view sensitive appraisal records:

* **Mark an individual review as confidential** to restrict access to the appraiser and appraisee only — the Performance Manager will not be able to view it.
* **Mark an entire Staff Type as confidential** (e.g. Senior Leadership) to ensure those appraisals are not visible to other system managers who hold the Performance Manager role.