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Teacher performance appraisal instrument

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Teacher performance appraisal instrument

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In this file, you can ref useful information about teacher performance appraisal instrument such as teacher performance appraisal instrument methods, teacher performance appraisal instrument tips

In this file, you can ref useful information about teacher performance appraisal instrument such as teacher performance appraisal instrument methods, teacher performance appraisal instrument tips

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Teacher performance appraisal instrument

  1. 1. Teacher performance appraisal instrument In this file, you can ref useful information about teacher performance appraisal instrument such as teacher performance appraisal instrument methods, teacher performance appraisal instrument tips, teacher performance appraisal instrument forms, teacher performance appraisal instrument phrases … If you need more assistant for teacher performance appraisal instrument, please leave your comment at the end of file. Other useful material for you: • performanceappraisal123.com/1125-free-performance-review-phrases • performanceappraisal123.com/free-28-performance-appraisal-forms • performanceappraisal123.com/free-ebook-11-methods-for-performance-appraisal I. Contents of getting teacher performance appraisal instrument ================== There is consensus that we need to improve overall student achievement in the United States. To help teachers successfully fulfill their role in this endeavor, effective teacher supervision and evaluation systems that inform teacher professional development and improve instruction are essential; however, disagreement over what those systems should measure remains, and some researchers caution against relying on student test scores as a valid metric (Baker et al, 2010) These systems are important for teachers who require improved knowledge and skills to help students perform to their fullest potential and for teachers who are currently performing at the highest levels. Regardless of the current political context, effective teacher performance appraisal systems are a core element in the effort to improve student learning and necessary to inform compensation systems based on teacher performance. Currently, teacher supervision and evaluation systems vary greatly across the nation, particularly for tenured teachers but the results of these diverse systems are remarkably similar. The 2009 publication The Widget Effect (Weisberg, Sexton, Mulhern, & Keeling, 2009), a study of teacher evaluation practices in 12 diverse districts in four states, found that over 99% of tenured teachers in districts using a satisfactory or unsatisfactory rating system earned a positive rating. Among districts with more than two rating options, 94% of the teachers still earned one of the top two ratings, and less than 1% were rated unsatisfactory.
  2. 2. Teacher evaluations systems are not consistent across states because state laws and district policies on teacher evaluations vary in their requirements for teachers and for those who conduct their performance appraisals. For example, 14 states require school systems to evaluate their public school teachers annually. One state requires evaluations of tenured teachers twice a decade (Toch & Rothman, 2008). Sixteen states require evaluations to include some objective measures of student learning, and four states require evidence of student learning as the prevailing criterion for teacher evaluation (Zinth, 2010). Two-thirds of union contracts require teachers to be evaluated annually and a quarter of them require evaluations every three years (Toch & Rothman, 2008). A 2008 Regional Education Laboratory (REL) Midwest study (Mathers, Oliva, & Laine) on teacher evaluation policies found that fewer than 1 out of 10 district policies required training for personnel conducting the evaluations. A commonly stated purpose of teacher evaluations is targeted professional development to improve teacher effectiveness; however, a presentation from Linda Darling-Hammond (2010), education policy expert and professor of education at Stanford University, noted that well under half of all teachers receive continuous professional development, mentoring or coaching or engage in peer observation as a result of evaluation. Ninety percent of teachers participate in one or two-day workshops or conferences to fulfill professional development requirements in lieu of participation in sustained professional development that has been shown to deliver significant returns in student achievement, such as lesson study, peer observation and coaching, and ongoing learning opportunities embedded in practice. ================== III. Performance appraisal methods 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”
  3. 3. 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 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. 4. 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 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
  5. 5. 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. III. Other topics related to Teacher performance appraisal instrument (pdf download) • Top 28 performance appraisal forms • performance appraisal comments • 11 performance appraisal methods • 25 performance appraisal examples • performance appraisal phrases • performance appraisal process • performance appraisal template • performance appraisal system • performance appraisal answers • performance appraisal questions • performance appraisal techniques • performance appraisal format • performance appraisal templates • performance appraisal questionnaire • performance appraisal software • performance appraisal tools • performance appraisal interview • performance appraisal phrases examples • performance appraisal objectives • performance appraisal policy • performance appraisal letter • performance appraisal types • performance appraisal quotes • performance appraisal articles

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