Teacher Performance Appraisal System Research Articles

Challenges Encountered by Teachers in the Implementation of Quality Assurance Measures

The study investigated the challenges encountered by teachers in the implementation of quality assurance measures. The research designed for the study was a survey method. The sample for this study was fifty-two people who are faculty members of the School of General Studies in Xianning Vocational and Technical College. A semi-structured interview and a structured questionnaire were used for data collection in the study. The reliability of the instrument was determined by testing and retesting. The data were analyzed using frequency counting and simple percentage. The result of the study showed: inadequate understanding of learning conditions, insufficient participation in the formulation of quality assurance policies, inadequate educational quality assurance training, imperfect teacher performance appraisal system, inadequate funding support for online teaching activities (during the pandemic) and a shortage of having the qualification certificate of the related profession are the challenges encountered by teachers in the implementation of quality assurance measures in Xianning Vocational and Technical College.

Implementation of The K-Means Clustering for Teacher Performance Assessment Grouping (PKG) at MI Bani Hasyim Cerme

Evaluation of teacher performance at MI Bani Hasyim Cerme still uses the manual method. Using office applications such as excel and word results in a significant accumulation of data that makes it difficult for school principals to calculate scores and evaluate the results of clustering or teacher performance scores, so it is wasteful of energy, time, and cost. The k-Means clustering method is expected to facilitate the clustering process of teacher performance values ​​as a source of information and make it easy for school principals to classify teacher performance results. This research aims to obtain clustering values ​​on teacher performance assessment data and to replace the teacher performance assessment system at MI Bani Hasyim, which was previously carried out conventionally into a web-based system. The results of this study are the clustering values ​​of teacher performance assessment and a web-based teacher performance appraisal system. It is expected to facilitate the process of evaluating teacher performance in the Bani Hasyim primary school in the future.

SISTEM PENDUKUNG KEPUTUSAN PENILAIAN KINERJA GURU PADA SEKOLAH DASAR NEGERI 1 AMBARAWA MENGGUNAKAN METODE TOPSIS

In every educational institution, it is sometimes necessary to have a teacher performance appraisal system, this aims to improve the quality of good teachers. However, at Ambarawa 1 Public Elementary School, teacher performance assessments still use a manual system, namely the DP3 system where the grades are written on paper in a predetermined format. This takes a long time, bearing in mind that there are many elementary school teachers, with many criteria. This problem made researchers want to conduct research and design a decision support system for evaluating teacher performance at SD Negeri 1 Ambarawa. The TOPSIS method (Technique for Order Preference by Similiarity to Ideal Solution) is a method that is often used in determining a decision, researchers use this method. The existence of this decision support system helps the principal in assessing his subordinates, namely teachers, so that teacher performance assessments can be carried out quickly and precisely

Decision Support System For Teacher Performance Assessment at the Yayasan Pendidikan Islam Al-Islamiyah with the Analytical Hierarchy Process Method (AHP)

This study focuses on the development of a decision support system (DSS) for teacher performance assessment at the Al-Islamiyah Islamic Education Foundation. In an educational institution, schools have teachers who are assets that must be owned by schools in creating a quality education process. The problem that occurs at this foundation is that there is no proper method and application of the teacher performance appraisal system, and also the large number of teachers, so it is difficult to choose the best teacher. Therefore, appropriate methods and DSS are needed to overcome the existing obstacles. The Analytical Hierarchy Process (AHP) method is one method that can be used in determining the best teacher performance assessment in determining the selection of the best teacher. The criteria that have been set are based on presence, neatness of dress, discipline, teaching ability, and responsibility. This study aims to determine the right method and build a DSS for assessing teacher performance at the Al-Islamiyah Islamic Education Foundation school in determining the best teacher. This DSS produces an alternative priority order, which can be used as a problem-solving tool in determining teacher performance appraisals and selecting the best teacher.

Performance Appraisal Model for Optimizing Teacher Incentive and Constraint Mechanisms by Random Matrix

At present, colleges and universities attach great importance to the assessment of teachers, strengthen the assessment of college teachers, and create a team of teachers with high quality, professionalism, and vitality, which can not only fully develop and allocate human resources in colleges and universities, but also promote colleges and universities. The reform of the personnel system will continuously optimize the proportion and structural allocation of teachers’ resources in colleges and universities, improve the quality and efficiency of running schools, enhance the competitiveness and attractiveness of schools, and better achieve the school’s school-running goals. In order to obtain higher signal reconstruction accuracy and satisfy random matrix with a relatively small compression ratio, this paper combines QR decomposition, which is used to increase the column independence of random matrix, and gradient descent method, which can reduce the cross-correlation between random matrix and sparse matrix. Based on the actual situation of a certain university, this paper studies and designs a set of perfect and reasonable teacher performance appraisal system that meets the requirements of the college, analyzes and researches the current situation of teacher performance appraisal in the college, and finds out the problem. Combining the advanced concept of being good at performance appraisal with the actual situation of the college, it analyzes the problems in the teacher performance appraisal system, summarizes the reasons for the formation of the problem, further redesigns the teacher performance appraisal index system, and gives the relevant implementation of the system. The basic characteristics presented in the organization of colleges and universities will not change. With the continuous adjustment of the organization of colleges and universities, the goals of colleges and universities are also being adjusted. Colleges and universities should continuously improve the performance appraisal system of teachers to make the goals of teachers consistent with the development goals of colleges and universities, so as to continuously improve the basic quality and realization of college teachers.

Analysis of Performance Appraisal System of Teachers at Secondary Level in Azad Jammu and Kashmir

The main purpose of this research work is to examine the teachers’ assessments concerning the success of their present performance appraisal system of Teachers at Secondary Level in Azad Jammu and Kashmir. The main aims of study were; (i) to find out the performance appraisal system at secondary level in AJ&K. (ii) to compare the male and female problems in implementing of performance appraisal system at secondary level in AJ&K. The study was descriptive in nature and survey technique was used for the gathering of data. The population of the study were Head Teachers and teachers of three District of AJ&K i.e. (kotli, Sudhnuti and Poonch.) Stratified random sampling technique was used for the recent study. There were one hundred and thirty six (136) male Head teachers and one hundred and twenty one (121) female Head teachers. One hundred fifty one (151) male teachers and one hundred sixty six (166) female teachers as a sample by using proportionate Stratified random sampling technique. The validity of the questionnaire was tested by two professionals of the department of education Mohi-ud-din Islamic University Nerian Sharif. The reliability of the research tools was checked through Cronbach’s alpha. The reliability of instrument was found .728 which was suitable for the research. Data were examined by using Statistical Package for Social Sciences (SPSS) software version 20

Sistem Pendukung Keputusan Penilaian Kinerja Guru Menggunakan Metode Simple Additive Weighting (SAW)

It is very important to evaluate teacher performance regularly to improve the quality of teacher human resources. SMK 1 Negeri Labu conducts teacher performance assessments every 3 months but the mechanism is less effective due to lack of transparency. The SAW method is part of the DSS used to help determine decisions based on alternative data and criteria data. Data processing is implemented according to the calculation of the SAW method to determine the decision matrix and then make a ranking of the total alternative data. In this study there were 20 teachers who were assessed with 9 assessment criteria, the ranking results showed that alternative data A03 obtained the highest score, it was decided that A03 had the best teacher performance. The design of the system developed with UML resulted in a teacher performance appraisal system. This study aims to help the school determine the best teacher performance systematically processed by the system. Suggestions from the implementation of this study in order to improve the accuracy of the calculation results, it is recommended to compare the results with other DSS-based methods.

Assessment of Teacher Performance in SMK Informatika Bina Generasi using Electronic-Based Rating Scale and Weighted Product Methods to Determine the Best Teacher Performance

Teacher performance assessment is an assessment carried out on the main task activities as a teacher. The aim is to assess the performance of teachers in applying all competencies in the learning process, guidance to educational units and as a basis for planning continuous professional development for teachers. At SMK Informatika Bina Generasi, performance assessments were carried out on several teachers with the process of processing teacher performance appraisal data still semi-structured so it took time, tended to input data repeatedly and errors in data input, inefficient data storage resulted in a longer data search process. and the ongoing assessment has not supported decision-making on teacher performance assessments so that the school has difficulty determining achievement and evaluating teacher performance as a whole. The research method used is a qualitative research method by conducting literature studies, reviewing documents and interviews in determining teacher performance assessment instruments. The results obtained are a teacher performance appraisal system with an electronic-based rating scale method to assist schools and assessors in assessing teacher performance and obtaining teacher performance appraisal information more quickly, effectively and efficiently. In addition, this electronic-based teacher performance appraisal system is also equipped with the ability to rank all teacher performance using the weighted product method so that the best teacher performance is obtained.

SECONDARY SCHOOL TEACHERS’ EXPERIENCES ON PROCESSING TEACHER PERFORMANCE APPRAISAL

The present article reveals the findings received from the interview process of the secondary school teachers in Kazakhstan. The interview questions covered a wide range of issues: teachers’ awareness of the teacher performance appraisal system, preparedness to the National Qualification Test, and understanding of the stages in the performance appraisal process, accessibility and transparency of the information about performance appraisal in Kazakhstan. The findings reveal that there is a significant amount of teachers feeling inadequate or insufficient support from their educational institutions and a low level of autonomous and self-independent teachers’ work on getting prepared to the teachers’ performance appraisal process.

Sistem Penilaian Kinerja Guru Menggunakan Metode Prototype

Education is an important component for advancing the Indonesian nation. The progress of the nation can be seen from the improvement of the quality and standards of education. The teacher is one of the important factors in the standard of the learning process to improve the quality of education. In order for an educational institution to achieve its goals of improving the quality of schools and the education of its students, it is necessary to increase the quality of teacher performance in the education process in schools. One of the efforts to improve the quality of teacher performance is by evaluating teacher performance appraisals. Then the design of the Teacher Performance Appraisal System carried out at SMP Muhammadiyah 06 Dau Malang was made to assist teacher performance appraisal. The system design is carried out using the prototype method. The prototype method is a software development method that involves potential users of the system in its development. Prototype testing is carried out using the System Usability Scale (SUS) to determine whether the prototype is in accordance with the user's wishes. Meanwhile, system testing is carried out using the User Acceptance Test (UAT) to determine the extent of the user's understanding of the system and to find out whether the system has met the user's needs or not. The results of the design of the teacher performance appraisal system at SMP Muhammadiyah 06 Dau Malang were successfully built according to the needs of its users.

Implementing an interactive approach in translator education

ABSTRACT The newborn MTI (Master of Translation and Interpreting) program in China is a new platform that induces abundant opportunities for translator training, meanwhile poses methodological and professional challenges. Thus, an interactive teaching and learning model is proposed. 1 This study is devoted to finding out whether the interactive model improves the MTI students’ satisfaction and the learning outcomes of a compulsory course in the MTI program. This model consists of three modes which are implemented in three respective stages of lesson design, by applying a task-based, workshop-based and project-based methodology, and/or a seminar method. The assessment of the learning outcomes is conducted based on the exam results and other information gathered from a teacher performance appraisal system and a survey completed by the MTI students. This study shows that the interactive model creates an environment that can significantly foster instructor-student and student-student interaction, enhance students’ critical thinking and problem-solving skills, and consequently promote the translation competence and translator competence of the MTI students as potential professional translators. Hopefully, this approach will facilitate the teaching of other courses within the curriculum of MTI programs and shed light on other training programs as well.

RELATIONSHIP BETWEEN EMPLOYEE COMMITMENT AND PERFORMANCE OF TECHNICAL TRAINING INSTITUTES IN MERU COUNTY, KENYA

Performance contracting and teacher appraisal were introduced in schools in January 2016 (Daily Nation 2017) a report on teacher’s performance appraisal systems noted that the current teacher Performance Appraisal system requires experienced teachers to be appraised every 3 years. It also noted that teachers received an overall rating of exemplary good, satisfactory, or unsatisfactory. If unsatisfactory rating, the principal and teachers would prepare an improvement plan outlining the steps that the teacher would take to improve his or her performance and the supports that would be needed in order to carry them out and the appraisal system is the mechanism that is used to translate the school`s strategic plan into action. To determine the influence of employee commitment on the performance of Technical Training Institute in Meru County. This study adopted descriptive survey and targeted 74 respondents’ from Management staff of the 4 Technical training institutes in Meru County. The study adopted census sampling design which allowed the use of a sample size of 74 respondents. Data was collected using questionnaire. Data was analyzed using descriptive statistic such frequency and percentages. There is a strong positive relationship between employee commitment and performance of technical training institutes. It was also recommended that the technical institutes’ management should conduct seminar and training to the members of staff in order to enhance employees’ commitment and improve their organization performance. Article visualizations:

Classroom engagement dynamics: examining the potency of reflective teaching approach among some selected universities in Ghana

The purpose of this research was to investigate the effectiveness of the use of reflective teaching approach by university lecturers in Ghana to achieve improved student learning outcomes. The research utilised a quantitative survey design involving 180 lecturers who were accidentally or haphazardly selected from four universities in Ghana to complete a reflective teaching survey (RTS) questionnaire. The results showed that participants frequently engaged in varied reflective teaching activities, and were successful in evaluating the effectiveness of their pedagogies. The research concluded that the approach should be an essential component of the teacher performance appraisal system.

An Empirical Analysis of Performance Evaluation of University Teachers Based on KPI

Except for the influential graduates, the content of the development core of universities needs to improve the scientific allocation of teacher resources, and the most relevant content to human resource of teacher is the salary incentive system. While the system related to performance appraisal system is the perfor-mance assessment system, so the sound and perfect performance appraisal system of teachers in Colleges and universities is conducive to the strategic development of university. This article uses KPI theory in index design for quality content of university teachers, aiming at abstracting the key quality therefrom, constructing KPI performance appraisal system complying to 80/20 and provide theoretical basis for improvement of human resources system in Colleges and promotion of the development of universities. This article provides five key types of quality of college teachers and refinable, quantifiable and behavioral key qualities, and conducts an empirical demonstration of weight of the corresponding index by the questionnaire survey, expert interview and AHP analysis method.

Importance of system and leadership in performance appraisal

PurposePerformance appraisal is used internationally to improve employee performance, also in the educational field. However, doubts exist about the effectiveness of performance appraisal. This study aims to contribute by expanding the knowledge about important context variables of performance appraisal in secondary education. In particular, the study aims to examine the role of both characteristics of the teacher performance appraisal system and the school leader for procedural justice and perceived feedback utility by teachers.Design/methodology/approachBoth interviews with school leaders and a questionnaire for teachers were used to collect data in 32 schools. Path analyses (n=298) were used to test the research model.FindingsThe results indicate that teacher participation in the teacher performance appraisal system significantly influences the perceived procedural justice by teachers, which in its turn significantly influences the perceived feedback utility. The role of the school leaders is found to be extremely important. Charismatic leadership influences both directly and indirectly (through procedural justice) the perceived feedback utility by teachers.Originality/valueThis study contributes to the research field of (teacher) performance appraisal by studying empirically appraisal system characteristics and leadership characteristics that effect appraisal reactions. In this regard, this study responds to the need for more empirical research to uncover the social context of performance appraisal, especially in the field of education where there is a general skepticism towards teacher appraisal and its possible positive outcomes.

TOPSIS Method for Chinese College Teacher Performance Appraisal System with Uncertain Information

TOPSIS Method for Chinese College Teacher Performance Appraisal System with Uncertain Information

2+2 Program for Teachers’ Performance Appraisal in China

This study examined the impact of the 2+2 Alternative Teacher Performance Appraisal System that has been implemented in Shanxi province in China. A mixed research design was used to evaluate the program. Six high schools and a total of 78 teachers (13 teachers in each school) in Shanxi province were selected. Three of the schools participated in the 2+2 program while another three served as the comparison. The results showed that 2+2 program significantly improved teachers’ professional performance, enhanced teachers’ collaboration, and increased the feedback between the peers.

Principals’ Instructional Leadership Within a Teacher Performance Appraisal System: Enhancing Students’ Academic Success

The purpose of this study was to identify principals’ instructional leadership actions within a comprehensive teacher evaluation system in successful schools rated as recognized or exemplary by the accountability measures in place. The study followed a multiple case study approach. Participants included six school administrators within the same school district. From these three were principals and three assistant principals, representing all three schools levels—elementary school, middle school, and high school. The main data sources consisted of interviews, observations and journaling. Data were analyzed inductively to discern emerging themes. Findings of the study revealed that principals’ instructional leadership actions at all three levels included setting clear expectations, monitoring instruction through walk-through observations, and providing professional development opportunities according teachers’ needs. Furthermore, the cross site analysis revealed that principals tend to rely on instructional leadership actions that are pertinent to each grade level’s needs. Findings also suggest that principals, indeed, apply the teacher performance appraisal system as a basis to enhance instruction and improve student achievement.

Evaluation of 2+2 alternative teacher performance appraisal program in Shanxi, People's Republic of China

This study examined the impact of the 2+2 Alternative Teacher Performance Appraisal System that has been implemented in Shanxi province in China. A mixed research design was used to evaluate the program. Six high schools and a total of 78 teachers (13 teachers in each school) in Shanxi province were selected. Three of the schools participated in the 2+2 program while another three served as the comparison. The results showed that 2+2 program significantly improved teachers’ professional performance, enhanced teachers’ collaboration, and increased the feedback between the peers.

Teacher Performance Appraisal in Thailand: Poison or Panacea?

This research focuses on the examination of problems related to the national teacher performance appraisal system by the Thai Ministry of Education. It highlights major problems of the current performance appraisal system by delineating the weaknesses and pitfalls of the current appraisal system. The findings indicate problems to three major types; problems from the mismanagement of the system; problems arising from the evaluators; and problems arising from the applicants. These problems are the major constraints in accelerating education devolution and development. Therefore, Thailand’s Ministry of Education should find the way to improve its method of teacher performance appraisal.