2.9 The Criteria Of Content-Oriented Teachers Performance Appraisal Case Study
2.9 The Criteria of Result Oriented Teachers Performance Appraisal
Webb and Norton (1992) explain criteria as the job-related behaviors expected of the teachers an administrator or another staff member. Accordingly, they stated three forms of criteria’s for appraisal plans.
Performance-based criteria: This is the most commonly used performance criteria. Thesecriteria, teachers and supervisors behavior to do specific tasks should be appraised.
Trait or attribute criteria: The trait criterion describes what the employee is, rather than what the employee does.Traits’ are such as aggressiveness,tolerance of stress, creativity, self-confidence, adaptability, and so on. Those trait criteria affect the quality of a person to perform activities …show more content…
(i) Financial (e.g. Profit margins, return on assets, cash flow) (ii) Customer (e.g. Market share, customer satisfaction index) (iii) Internal Business (e.g., employee retention, cycle time reduction) and (iv) Innovation and learning (e.g. percentage of sales from new products). The balanced score card raises a balance among different strategic measures in an effort to achieve a goal, similarity, thus encouraging employees to act in the organizations best interested, It is a tool that helps the organizations focus, improves communication, set organizational objectives, and provided feedback on …show more content…
For example the criteria to be evaluated such as quantity of effort and punctuality should be through sense in terms of the nature of the job, appraiser should be sufficiently trained in the use of appraisal techniques, appraiser should have extensive daily contact with the worker being evaluated, if the appraisal involves several measures of performance (like attendance, quality, and quantity), the weight of each measure in relation to the overall valuation should be fixed ahead of time. Whenever possible, the appraisal should be conducted by more than an appraiser and all such appraisals should be conducted independently and staffs should get feedback on how they are doing as frequently as
Webb and Norton (1992) explain criteria as the job-related behaviors expected of the teachers an administrator or another staff member. Accordingly, they stated three forms of criteria’s for appraisal plans.
Performance-based criteria: This is the most commonly used performance criteria. Thesecriteria, teachers and supervisors behavior to do specific tasks should be appraised.
Trait or attribute criteria: The trait criterion describes what the employee is, rather than what the employee does.Traits’ are such as aggressiveness,tolerance of stress, creativity, self-confidence, adaptability, and so on. Those trait criteria affect the quality of a person to perform activities …show more content…
(i) Financial (e.g. Profit margins, return on assets, cash flow) (ii) Customer (e.g. Market share, customer satisfaction index) (iii) Internal Business (e.g., employee retention, cycle time reduction) and (iv) Innovation and learning (e.g. percentage of sales from new products). The balanced score card raises a balance among different strategic measures in an effort to achieve a goal, similarity, thus encouraging employees to act in the organizations best interested, It is a tool that helps the organizations focus, improves communication, set organizational objectives, and provided feedback on …show more content…
For example the criteria to be evaluated such as quantity of effort and punctuality should be through sense in terms of the nature of the job, appraiser should be sufficiently trained in the use of appraisal techniques, appraiser should have extensive daily contact with the worker being evaluated, if the appraisal involves several measures of performance (like attendance, quality, and quantity), the weight of each measure in relation to the overall valuation should be fixed ahead of time. Whenever possible, the appraisal should be conducted by more than an appraiser and all such appraisals should be conducted independently and staffs should get feedback on how they are doing as frequently as