ministry of education teacher performance appraisal
TRANSCRIPT
MINISTRY OF EDUCATION
TEACHER PERFORMANCE TEACHER PERFORMANCE APPRAISALAPPRAISAL
What is Performance Management?
The means by which managers ensure that employees’ activities and outputs are aligned with the goals of the organization.
Performance management is fundamental to gaining competitive advantage and organizational effectiveness
Performance Appraisal IS NOT!!! A routine, pointless form-filling exercise
checked off and forgotten
It is not an instrument used to weed-out or punish staff that is not performing up to standard
What is Performance Appraisal?
Performance Appraisal is a powerful management tool; it is a formal assessment/evaluation of the performance of an employee/employees
It determines whether the employee's performance meets the required standard of the post which he/she occupies.
What is Performance Appraisal? Cont’d
It is designed to measure objectively and systematically an individual’s performance with a view for feedback and action
It identifies the strengths & shortcomings of employees and assist them in attaining maximum potential
Why is Performance Appraisal Important to Teachers?
A properly designed and managed appraisal process is the most efficient and cost effective means of identifying and managing teacher performance and development needs.
It is also the best method to focus teachers on those activities that will deliver the greatest impact on schools’ learning culture
Objectives of Teacher Appraisal To standardize the process of evaluation
across schools at all levels
To provide for fair, effective, and consistent teacher evaluation in every school
To ensure that students receive the benefit of an education system staffed by teachers who are performing their duties satisfactorily
Objectives of Teacher Appraisal
To provide a system and a mechanism for effective coaching and monitoring of teachers to strengthen schools and improve the performance of students
To promote professional growth
What are the components of P.M.A.S?
Defining Performance Measuring Performance? (Appraisal) Providing feedback Closing performance gap Planning career development Rewarding performance
P.M.A.S. Focus
STRATEGIC- Link employees’ activities to the strategic goals of the organization
- Assesses & deploy skills in the organization
- Conduct effective job analysis
P.M.A.S. Focus
ADMINISTRATIVE
- Promotions
- Retentions/Appointments
P.M.A.S. Focus
DEVELOPMENTAL- Diagnose strengths & short comings
- Improve performance
- Staff / Career development
Fundamental Principles & Values
Effective Communication Objectivity Transparency Fairness Equitable Treatment Mutual Respect & Trust
Roles & Responsibilities of Key Players
MANAGER & SUPERVISORS
Assist staff in understanding their responsibilities, developing their
Work Plans and setting performance standards. Monitor staff performance Keep a log of their activities Provide ongoing feedback Provide coaching & mentorship
Roles & Responsibilities of Key Players
EMPLOYEES Know the mission, objectives & policies of the organization Be familiar with the operational plan of your
department/school Know your job description Maintain & improve knowledge & skills Know & agree to performance expectations and
assessment criteria Know & understand consequences for poor performance Produce & maintain output of high quality
Who can appraise the teacher?
Territorial Education Officer The Chairman/Vice Chairman of the School
Board The Principal The Vice Principal The Head of Department/ Grade Coordinator The Teachers
The Appraisal Team Each appraisal will be conducted by a
team and not the Principal alone. There should be no less than 3 persons on the appraisal team
The Principal or his/her designate will conduct
the final performance review meeting with the
teacher.
The Appraisal Team (Cont’d)
The Appraisal cannot be conducted without
The following persons: The Principal The Head of Department/ Grade
Coordinator A professional within the school chosen by
the appraisee
The Guidance Counsellor Appraisal Team The Guidance & Counselling Education
Officer The Principal Teacher Selected by the Appraisee Head of Department / Senior Teacher PTA Representative Student Representative (High Schools, Junior High & All
Age Schools only)
The Guidance Counsellor Appraisal Team (Cont’d) Each appraisal will be conducted by a team
and not the Guidance & Counselling Education Officer alone. There should be no less than 4 persons on the appraisal team.
The Supervisory Officer or his/her designate will conduct the final performance review meeting with the guidance counsellor.
The Appraisal Team (Cont’d)
The appraisal cannot be conducted without the following persons:
The Guidance & Counselling Education Officer
The Principal A professional within the school chosen by
the appraisee
OVERVIEW
All teachers will be appraised annually.
The process is ongoing and involves a three stage cycle.
Begins when the teacher starts the job to end of school term or tenure.
OVERVIEW
Identified challenges should be referred for relevant professional development training.
A report on performance must be made annually to the School Board.
OVERVIEW
Evaluation records are made available to the MOE, the Principal and the School Board Chairman.
Performance Appraisal Forms are permanent official records.
THREE STAGE CYCLE
STAGE 1
PLANNING
STAGE 2
MONITORING
STAGE 3
REVIEW
THREE STAGE CYCLEPLANNING –•Teachers Action Plan/Guidance Counsellors Programme
• Agreed Goals
MONITORING –• Curriculum Implementation
• Action Plan/ Programme Delivery
• Observation by stakeholders/ Informal reviews
• Documentation of successes and concerns.
REVIEW –• Review session convened.
• Observations and Documentations reviewed.
• Appraisal Instrument Rated/Scored
STAGE 1
STAGE 2
STAGE 3
Beginning of tenure/school
year
Throughout each term/
Daily
End of tenure/year
STAGE 1 - Planning Ensure there is a job description Match individual attributes to job
requirements. Explain the process.
Establish and Link job objectives and standards of performance.
Develop Action Plan
Developing Your Action Plan
Assess students to find areas that need improvement (check students records, do diagnostic tests).
Action Plan should be aligned with the SIP Meet with your supervisor Objectives should be SMART
The Action Plan
Developed at the beginning of the Appraisal Period
Goals & Objectives must be measurable and evidence based
Achievement must be in your power
Will form part of your final assessment
STAGE 2 - Monitoring
Performance – throughout the year -give feedback regularly!
Termly reviews – mini performance reviews.
Incident Review and Feedback Form
Incident Review & Feedback
Record significant accomplishments or failures ONLY.
E.g. Initiative, judgment, dependability, resourcefulness, co-curricular, teamwork/collaboration.
Provide coaching and feedback.
STAGE 3 - REVIEW
Notification Review of Appraisal File Check Performance Factors (Plan) Draft Provisional Assessment Think Ahead – Ask Questions USE MANUAL – Performance Standards
Descriptors.
Teacher Appraisal Instrument
The main body of the instrument is divided into three parts
1. Observation of teaching skills
2. Teacher professionalism
3. Leadership & Management (for middle managers e.g. Supervisors)
Guidance Counsellor Appraisal Instrument
The main body of the instrument is
divided into five parts.
1. Administrative
2. Preventive
3. Interventive
4. Supportive
5. Personal & Professional Development
MEASURING PERFORMANCE
Rating ScaleEach performance factor/attitude on thePerformance Appraisal Form is rated in oneof four categories1. Unsatisfactory: Performance not meeting position
requirements & is therefore unacceptable2. Area of Concern: Performance is at minimally acceptable
level & must improve3. Meets Expectations: Performance consistent in meeting all
expectations4. Exceeds Expectations: Performance above average; exceeds
requirements for the job.
The Review Session FORMAL Outline Agenda & Process Directed by Team Leader Ask questions Listen USE the MANUAL Discuss Identify - APPRAISAL ACTION PLAN End on a positive note
ACTION PLAN Planning to improve on weaknesses.
Set agreed goals/targets/tasks.
Be SMART – Use form
Action Plan will be rated at next appraisal and influence the next appraisal score.
The Appeal Process
Should a teacher/guidance counsellor disagree with results of his/her performance appraisal. He/She should note it in the space provided on the appraisal form
Discuss disagreements with his/her Supervisor, Head of Department, or Principal
When all efforts to resolve has been exhausted an official appeal should be registered to the Board Chairman
All appeals must be in writing
The Appeals Committee
The Committee will comprise
The Chairman
The Education Officer
A teaching colleague (from the school)
The reward for work well done is the
opportunity to do more work(Dr. Jonas Salk)
End of Presentation