Performance Appraisal Form for Teachers

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Performance appraisal form for teachers
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I. Contents of getting performance appraisal form for teachers
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The recent, hefty pay hike for college teachers in the state has come with a price tag accountability. The state has issued a government resolution to ensure that college teachers'
performances are appraised on an annual basis from now on.
The appraisal, said state education department sources, will be in keeping with certain academic
performance indicators. The indicators, sources said, will gauge the teachers' involvement through the number of research papers drawn up, books read for capacity building, work load, number
of lectures taken, seminars conducted and co-curricular activities.
This form of appraisal was one of the pre-requisites specified by the UGC before granting the
pay hike according to the Sixth Pay Commission. The hike had been kept pending by the state
government and the issue had turned into a bone of contention with college teachers threatening
to go on strike. However, the government finally bowed to the wishes of the teachers.
On Wednesday, the government issued a government resolution (GR) in this regard. Like in the
case of IAS and IPS officers, confidential reports shall be prepared for teachers in government,
self-financed, university and other colleges.
Principal secretary, Hasmukh Adhia said, "This GR is in accordance with UGC guidelines. The
pay has been hiked and accordingly the accountability should also increase. This process will be
like an internal audit. Each college will have an internal quality assessment cell which will carry
out an annual appraisal." The GR specifies that each college will have to cond-uct self

assessment-cumperf-ormance appraisal for teache-rs. Some years back such a mo-ve had been
initiated and appr-aisal forms were filled by teac-hers but no action was taken. Now, it remains to
be seen how teachers react to this.
==================

III. Performance appraisal methods

1. 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.

2. 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.

3. 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. 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

5.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
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
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.
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.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.

6. 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.

III. Other topics related to Performance appraisal form for
teachers (pdf, doc file download)
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