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1. Performance appraisal of teachers
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I. Contents of getting performance appraisal of teachers
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The Teachers Service Commission (TSC) is set to implement a new appraisal system for teachers
that is expected to help improve performance in public schools. The body also plans to empower
teachers, reclaim their lost glory and increase public confidence and support for the profession.
Over the years, concerns have been raised about the low performance of teachers and increased
teacher absenteeism in schools that has led to poor student results.
The TSC will on Wednesday officially launch the Teacher Performance and Integrity Initiative.
This is a collaborative effort between the TSC and the British Council and will be funded by the
Department for International Development (DFID) as part of the UK's aid to Kenya.
Public schools
The project's implementation manager, Joan Ngunnzi, told the Daily Nation that the project aims
to improve the performance of teachers and stem the public's diminishing confidence in public
schooling.
“The Commission is working to restore confidence in public schools and improve learning
outcomes in both primary and secondary schools in this country. We also want to raise
awareness on the teachers’ code of regulation and ethics (and) improve the capacity of TSC
officials to manage teacher performance both at the national and county levels,” she said.
2. Ms Ngunnzi added that the project has three domains: knowledge, practice and professional
engagement, each with standards that teachers are required to meet.
Professionalism and ethics
She said the project seeks to partner with all teachers to raise their profile and improve
performance standards. A pilot phase is being implemented in six counties — Kwale, Kitui,
Nyeri, Kisumu, Uasin Gishu and Samburu.
“We have already started disseminating the code of regulations, conduct and ethics to all public
schools and holding training on their content and utilisation.
"The training stresses professionalism and ethics, like reducing absenteeism, negligence of duty
and other forms of professional misconduct, including child abuse and drug and substance
abuse,” Ms Ngunnzi said. In its Teacher Performance and Integrity Survey for April 2014, TSC
found a trend of increasing absenteeism in schools.
The Commission’s acting chairperson, Dr Salome Gichura, told a principals meeting in
Mombasa in June 2014 during the Kenya Secondary School Heads Association (Kessha)
conference that it was their responsibility to ensure that teachers went to class. She urged
teachers to increase their attention to learners’ performance, demonstrate commitment and teach
to the best of their ability to improve the quality of education.
TSC is also implementing a new appraisal system, the Teacher Appraisal and Development
(TAD) programme, which will allow teachers to participate in evaluating their own performance.
“The appraisal results will inform professional development of teachers. This will be achieved
through a variety of approaches, including monitoring, collaborative preparation, subject panels,
in-service courses and peer-assisted learning,” she added. She said the exercise will help make
teachers more accountable.
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III. Performance appraisal methods
3. 1.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
i. Employees are ranked according to their performance
levels.
ii. It is easier to rank the best and the worst employee.
Limitations of Ranking Method
i. The “whole man” is compared with another “whole man”
in this method. In practice, it is very difficult to compare
individuals possessing various individual traits.
ii. This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
iii. When a large number of employees are working, ranking
of individuals become a difficult issue.
iv. There is no systematic procedure for ranking individuals
in the organization. The ranking system does not eliminate
the possibility of snap judgements.
2. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages – Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages – Rater’s biases
4. 3. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages – economy, ease of administration, limited
training required, standardization. Disadvantages – Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
4. Critical Incidents Method
The approach is focused on certain critical behaviors of
employee that makes all the difference in the
performance. Supervisors as and when they occur record
such incidents. Advantages – Evaluations are based on
actual job behaviors, ratings are supported by
descriptions, feedback is easy, reduces recency biases,
chances of subordinate improvement are high.
Disadvantages – Negative incidents can be prioritized,
forgetting incidents, overly close supervision; feedback
may be too much and may appear to be punishment.
5. Essay Method
5. In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage – It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages – It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
6. Behaviorally Anchored Rating Scales
statements of effective and ineffective behaviors
determine the points. They are said to be
behaviorally anchored. The rater is supposed to
say, which behavior describes the employee
performance. Advantages – helps overcome rating
errors. Disadvantages – Suffers from distortions
inherent in most rating techniques.
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