Performance appraisal form for teachers

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I. Contents of getting performance appraisal form for teachers

==================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 throu-gh 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.

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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 Raters 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 Methodi. Employees are ranked according to their performance levels.ii. It is easier to rank the best and the worst employee.Limitations of Ranking Methodi. 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.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.

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.

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