scholarly journals PENILAIAN KINERJA MUTU PENDIDIKAN AGAMA ISLAM

2017 ◽  
Vol 1 (2) ◽  
pp. 129-138
Author(s):  
Ferdinan Ferdinan
Keyword(s):  
Performance Evaluation ◽  
Global Assessment ◽  
Work Performance ◽  
Rating Scale ◽  
Objective Evaluation ◽  
Three Dimensions ◽  
Islamic Education ◽  
Task Execution ◽  
Performance Valuation ◽  
Assessment Performance

Penilaian kinerja guru (PKG) dapat diartikan sebagai suatu upaya untuk memperoleh gambaran tentang pengetahuan, keterampilan, nilai dan sikap guru dalam melaksanakan tugas dan fungsinya, yang ditunjukkan dalam penampilan, perbuatan, dan prestasi kerjanya.  Pendekatan penilaian diantaranya penilaian berfokus pegawai, penilaian berdasar perilaku, penilaian berdasar hasil yang dicapai, penilaian global. Hasil penilaian kinerja dapat digunakan oleh guru, kepala sekolah, dan pengawas untuk melakukan refleksi terkait dengan tugas dan fungsinya dalam rangka memberikan layanan kepada masyarakat.Tujuan penialaian kinerja kepala sekolah yaitu memperoleh data tentang pelaksanaan tugas pokok, fungsi dan tanggung jawab kepala sekolah dalam melaksanakan fungsifungsi manajerial dan supervisi/pengawasan pada sekolah yang dipimpinnya. Aspek yang dinilai dalam penilaian kinerja kepala sekolah mencakup tiga dimensi yakni komitmen terhadap tugas, pelaksanaan tugas, dan hasil kerja. Instrumen yang digunakan dalam penilaian kinerja adalah skala penilaian (rating scale).  Kata Kunci: Kinerja, Pendidikan Agama Islam ABSTRACT           Teachers evaluation (PKG) can be interpreted as an attempt to gain an overview of the knowledge, skills, values and attitudes of teachers in carrying out its duties and functions, shown in appearance, actions, and work performance. Valuation approaches including employee-focused assessment, behavior-based assessment, an assessment based on the results achieved, the global assessment. Performance evaluation results can be used by teachers, principals, and supervisors for reflection related to the duties and functions in order to provide services to society. Objective evaluation performance of the principal is to obtain data on the implementation of the basic tasks, functions and responsibilities of principals in carrying out the functions managerial and supervisory / oversight at the school. Aspect considered in the assessment of the performance of the principal includes three dimensions, namely commitment to the task, task execution, and results. Instrument used in the performance evaluation is the assessment scale (rating scale). Keyword: Work Performance, Islamic Education

scholarly journals Experimental Assessment & Performance Evaluation of an Old Bridges by NDT Method

2020 ◽  
Vol 7 (4) ◽  
pp. 28-30
Author(s):  
Aniket Gurav ◽  
Janil Mali ◽  
Bhupesh Patil ◽  
Ankit Raut ◽  
Swati Dhurve
Keyword(s):  
Performance Evaluation ◽  
Experimental Assessment ◽  
Assessment Performance

scholarly journals Policy Analysis of Used Capital Fund of National Health Insurance (JKN) To Increase Employee Performance on Primary Healthcare (FKTP)Puskesmas in Pacitan

2021 ◽  
Vol 06 (01) ◽  
Author(s):  
Galuh Panji Rakasiwi ◽  
Keyword(s):  
Performance Evaluation ◽  
Health Service ◽  
Work Performance ◽  
Employee Performance ◽  
Group Discussion ◽  
Capitation Payment ◽  
Incentive Payment ◽  
Administrative Tasks ◽  
Depth Interviews

Under the ministerial regulation no 21/2016 the payment of JKN service to the FKTP used capitation payment system. The payment given to the primary care is in the form of health service payment (minimum 60%). The allocation is based on types of workforce (profession, administrative tasks, person in charge of programs, and years of service) and attendance. This study investigates the possibility of adding employee performance as a variable in giving health service point for employees at FKTP Puskesmas. This study is a qualitative study in nature using case study design. The data were collected through in-depth interviews, focus group discussion, and triangulation. Incentive payment increases the employee performance at work. The amount of incentives should line up with the employees performances. Incentives will not be effective if they are fixed and do not count the employees performances. In the ministerial regulation no 21/2016, healthcare service is not included as a variable in employee performance evaluation. The head of FKTP Puskesmas can use the results of employee performance evaluation to determine the amount of incentives received. One of the ways to improve employee performance is through reward and punishment system. Employee performance in Puskesmas can be increased by adding work performance evaluation as a variable capitation payment of BPJS Kesehatan to Puskesmas based on ministerial regulation (Permenkes) no 21/ 2016.

scholarly journals Evaluating Business Performance and Efficiency in the Medical Tourism: A Multi-criteria Approach

2021 ◽  
Vol 12 (22) ◽  
pp. 198-221
Author(s):  
Veronika Čabinová ◽  
Peter Gallo ◽  
Petra Pártlová ◽  
Jan Dobrovic ◽  
Milan Stoch
Keyword(s):  
Business Performance ◽  
Medical Tourism ◽  
Rating Scale ◽  
Economic Value ◽  
Value Added ◽  
Three Dimensions ◽  
Financial Situation ◽  
Multi Criteria Evaluation ◽  
Management Concepts ◽  
Tourism Enterprises

Measuring the performance and efficiency of the tourism enterprises is essential regarding the current pandemic situation. In such a context, improving their financial situation and competitive position also depend on the use of innovative multi-criteria evaluation models. The paper's main objective is to propose the newly designed Performance & Efficiency model (P&E model) for Slovak spa enterprises. Its structure consists of three dimensions – P&E_I, P&E_II, P&E_III. The application of Confirmatory Factor Analysis validates 34 key performance ratios reflecting the financial situation of enterprises within the P&E_I. In case of P&E_II, the development of value-added dynamics is measured by using the Economic Value Added Momentum. Using the Data Envelopment Analysis, the level of enterprise efficiency is quantified (P&E_III). The partial results of the dimensions are transformed using min-max normalization to the overall score ranging from 0 to 3. Based on the results, a rating scale of all enterprises is carried out, and both their partial and overall positions are assessed through benchmarking. During the research (2013 – 2018), the best results are achieved for SE03 (Spa Bojnice, Inc.), SE21 (Specialised Spa Institute Marína, s.e.), and SE18 (Spa Horný Smokovec, Ltd.). The worst-rated spa enterprises include SE14 (Natural Iodine Spa Číž, Inc.), SE09 (Spa Sliač, Inc.), and SE19 (Pieniny Resort, Ltd.). The proposed P&E model is easily applicable to other tourism enterprises. The research as carried out enables deepening of knowledge concerning the multi-criteria evaluation and management concepts and helps enterprises overcome current unfavorable situations.

scholarly journals ESTILOS DE ENSEÑANZA EN FUNCIÓN DEL GÉNERO EN MAESTROS DE EDUCACIÓN PRIMARIA

2016 ◽  
Vol 5 (1) ◽  
pp. 377
Author(s):  
Luis Jorge Martín Antón ◽  
Juan Antonio Valdivieso Burón ◽  
Mª del Valle Flores Lucas ◽  
Natalia Reoyo Serrano ◽  
Alvaci Freitas Resende
Keyword(s):  
Primary School ◽  
Rating Scale ◽  
Teaching Style ◽  
Three Dimensions ◽  
Social Emotional ◽  
Emotional Factor ◽  
Primary School Teachers ◽  
Social And Emotional ◽  
Teaching Competence ◽  
Educación Primaria

Abstract.TEACHING STYLES ACCORDING TO THE GENDER IN PRIMARY SCHOOL TEACHERSThis research aims to analyze the differences in self-perceived competence dimensions of Primary School teachers in Spain according the gender. A sample of N=388 teachers in schools throught Spain of this educational level, answered the Likert self-rating scale ECAD -EP (Valdivieso, Carbonero & Martín-Anton, 2013) for the measurement of teaching style with three dimensions (a. Social and Emotional , b. Communicative and Relationship and c. Instructional). The process of data analysis focused on descriptive statistical calculations, and comparison of means (Mann-Whithey and Wilcoxon tests). The results showed that there were hardly any differences in self-perceptions of teaching variables, except in the social-emotional factor, which is higher in women. Thus we can say that in the teacher training process it is necessary to include emotional skills in order to equalize attitudes and skills in this subject.Key words: Teaching Styles, gender, self-perceived teaching competence, instructional variables, psychological-instructional profile, Primary Education, social and emotional skills.Resumen.Esta investigación tiene como objetivo analizar las diferencias existentes en los estilos de enseñanza del profesorado de Educación Primaria en función del género. En una muestra de N=388 maestros en activo tomada de los centros educativos de toda España pertenecientes a la etapa de Primaria, se aplicó la escala de autovaloración tipo Likert ECAD-EP (Valdivieso, Carbonero y Martín-Antón, 2013) para la medición del estilo de enseñan za en tres dimensiones psicoinstruccionales (socioemocional, comunicativo-relacional e instruccional). Se hicieron cálculos estadísticos descriptivos y de comparación de medias (pruebas T y W), revelando los resultados obtenidos que apenas existen diferencias en las autopercepciones de dichas variables, salvo el factor socioemocional que es más alto en las docentes de género femenino. Se puede concluir afirmando que es necesaria una formación del profesorado en habilidades socioemocionales para equiponderar actitudes y aptitudes en esta dimensión.Palabras Clave: Estilos de Enseñanza, género, competencia docente autopercibida, variables instruccionales, perfil psicoinstruccional, Educación Primaria, habilidades socioemocionales.

scholarly journals National and Organizational Culture, Performance Evaluation and Trust: Evidence from Multinational Company Subsidiary in Indonesia

2017 ◽  
Vol 6 (2) ◽  
pp. 319-344
Author(s):  
Unggul Purwohedi
Keyword(s):  
Organizational Culture ◽  
Performance Evaluation ◽  
National Culture ◽  
Evaluation Process ◽  
Objective Evaluation ◽  
Trust Building ◽  
Local Staff ◽  
Mnc Subsidiary ◽  
The Impact ◽  
The Relationship

The aim of this study is to investigate the impact of national and organizational culture on the relationship between accounting and trust in a subsidiary of a Western Multi-National Company (MNC) in Indonesia. This study use a qualitative field study of one French MNC subsidiary and interview four expatriate directors, nine Indonesian managers and 10 Indonesian employees. Key themes were identified with the assistance of NVivo software. In this study, accounting, through formal performance evaluation, contributes to trust building between supervisors and their subordinates. Formal performance evaluation through transparent and objective evaluation increases trust in the supervisor. On the other hand, informal performance evaluation tends to decrease trustful behaviour due to secrecy in the evaluation process.  It appears that Indonesian national culture does influence organizational culture preference in the local staff. Individuals share national culture as a result of values developed from family, religion, education, and experience.DOI: 10.15408/sjie.v6i2.4733 

scholarly journals ANALISIS AKUNTANSI PERTANGGUNGJAWABAN DALAM PENILAIAN KINERJA PADA KOPERASI PEGAWAI REPUBLIK INDONESIA SEMPULUR, KABUPATEN MAGELANG

2018 ◽  
Vol 4 (2) ◽  
pp. 148
Author(s):  
Didik Muhamad Arif ◽  
Moch Imron
Keyword(s):  
Performance Evaluation ◽  
Health Assessment ◽  
Healthy Weight ◽  
Research Results ◽  
Weight Value ◽  
Assessment Performance

The purpose of this study is to find the application of accounting accountability in performance evaluation of based on the regulation of health assessment cooperativesf. Aspects assessment health cooperatives that used in the capital are aspects, management aspects of, aspects growth and independence. The data used in research it will be reports on the results of members meetings annual from 2012 until the year of 2014.metoda used an author in this research is method descriptive. The research results show that the implementation of accounting accountability in performance evaluation of based on the regulation cooperatives and smes minister no.14 2009 on the capital 2012 categorized good criteria healthy weight value 35,91 34,28-42,85, 2013 categorized pretty good with criteria pretty healthy value 30,78bobot 25,71-34,28dan in 2014 categorized good criteria sehatnilai 34,28 34,28-42,85 weight.Performance evaluation of management aspects of in 2012 and last until 2014 categorized good criteria healthy weight value 34,98 34,28-42,85.While assessment performance aspects independence and growth in 2012 categorized not very nice criteria were very unhealthy value 6.24 0-8,57 weight.In 2013 and 2014 categorized less than good criteria unhealthy value 23,54 with weights 17,14-25,71.

scholarly journals Objective Evaluation of Therapeutic Effects of ADHD Medication Using a Smart Watch: A Pilot Study

2020 ◽  
Vol 10 (17) ◽  
pp. 5946
Author(s):  
Chen-Sen Ouyang ◽  
Rei-Cheng Yang ◽  
Ching-Tai Chiang ◽  
Rong-Ching Wu ◽  
Lung-Chang Lin
Keyword(s):  
Rating Scale ◽  
Objective Evaluation ◽  
Therapeutic Effects ◽  
Adhd Medication ◽  
Objective Method ◽  
Analog Scale ◽  
Hyperactivity Disorder ◽  
Smart Watch ◽  
Before And After ◽  
Adhd Medications

Attention-deficit hyperactivity disorder (ADHD) is the most common neurobehavioral disorder in schoolchildren. Several methods are used to evaluate ADHD therapeutic effects, including the Swanson, Nolan, and Pelham (SNAP) questionnaire, the Vanderbilt ADHD Diagnostic Rating Scale, and the visual analog scale. However, these scales are subjective. In this study, we employed an objective method to evaluate the aforementioned therapeutic effects. Ten patients (nine boys and one girl) with ADHD were enrolled. An accelerometer was embedded in a smart watch to record the movements of patients with ADHD. The variance values of the accelerometer before and after one month of medication (methylphenidate) use were compared. The results demonstrated that the variance values along the y- and z-axes of the accelerometers significantly decreased after one month of methylphenidate use. Before and after one month of methylphenidate use, the variance values were 4.4227 ± 2.1723 and 2.3214 ± 0.6475 (p = 0.0119) on the y-axis, and 4.0933 ± 1.5720 and 2.4091 ± 0.8141 (p = 0.0140) on the z-axis, respectively. In addition, the correlation was moderate-to-strong between the SNAP hyperactivity subscale and variance along the y-axis. Thus, a smart watch with an accelerometer inside is potentially an objective and useful method for evaluating the therapeutic effects of ADHD medications.

Highway Tunnel Ventilation Technology Energy-Saving Assessment Based on Matter-Element Model

2013 ◽  
Vol 779-780 ◽  
pp. 611-614 ◽  
Author(s):  
Cheng Zan Chu ◽  
Chuan Zheng Zhu ◽  
Yao Wang
Keyword(s):  
Energy Saving ◽  
New Technology ◽  
Element Model ◽  
Objective Evaluation ◽  
Evaluation Index System ◽  
Three Dimensions ◽  
Tunnel Ventilation ◽  
Highway Tunnel ◽  
Saving Effect ◽  
Matter Element Model

In recent years, with the rapid increase of tunnel percentage in Midwestern highway construction, the tunnel operation cost rise quickly. In the cost, energy consumption of tunnel ventilation and illumination occupies a great proportion. In order to realize energy-saving and emission-reduction, there have been some new ventilation technology, for instance, the improved ventilation device, the improved ventilation method, and some new ventilation control technology. However after some new technology was applied, the phenomenon of energy-saving but not money-saving appeared. For the scientific and objective evaluation of highway tunnel ventilation technology energy-saving effect, construct evaluation index system from the three dimensions of technology usability, economy, and application effect, and then evaluate the energy-saving effect based on matter-element model. The result of assessment will give decision support for the later selection of highway tunnel ventilation technology proposal.

Faculty Interjudge Reliability of Music Performance Evaluation

2003 ◽  
Vol 51 (2) ◽  
pp. 137-150 ◽  
Author(s):  
Martin J. Bergee
Keyword(s):  
Performance Evaluation ◽  
Rating Scale ◽  
Faculty Evaluation ◽  
Music Performance ◽  
Applied Music ◽  
Letter Grade ◽  
Score Reliability ◽  
Scale Total Score ◽  
Interjudge Reliability ◽  
Grade Assessment

Assessment of music performance in authentic contexts remains an underinvestigated area of research. This study is an examination of one such context, the inter-judge reliability of faculty evaluation of end-of-semester applied music performances. Brass (n = 4), percussion (n = 2), woodwind (n = 5), voice (n = 5), piano (n = 3), and string (n = 5) instructors evaluating a recent semester's applied music juries at a large university participated in the study. Each evaluator completed a criterion-specific rating scale for each performer and assigned each performance a global letter grade not shared with other evaluators or with the performer. Interjudge reliability was determined for each group's rating scale total scores, subscale scores, and the letter-grade assessment. All possible permutations of two, three, and four were examined for interjudge reliability, and averaged correlations, standard deviations, and ranges were determined. Full-panel interjudge reliability was consistently good regardless of panel size. All total score reliability coefficients were statistically significant, as were all coefficients for the global letter-grade assessment. All subscale reliabilities for all groups except Percussion (which, with an n of 2, had a stringent significance criterion) were statistically significant, with the exception of the Suitability subscale in Voice. For larger panels (ns of 4 and 5), rating scale total score reliability was consistently but not greatly higher than reliability for the letter-grade assessment. There was no decrease of average reliability as group size incrementally decreased. Permutations of two and three evaluators, however, tended on average to exhibit more variability, greater range, and less uniformity than did groups of four and five. No differences in reliability were noted among levels of experience or between teaching assistants and faculty members. Use of a minimum of five adjudicators for performance evaluation in this context was recommended.

Factorial Assessment of Rated Work Performance with Entry Level Psychiatric Aides

1986 ◽  
Vol 59 (2) ◽  
pp. 479-482 ◽  
Author(s):  
M. K. Distefano ◽  
Margaret W. Pryer
Keyword(s):  
Factor Analysis ◽  
Work Performance ◽  
Rating Scale ◽  
Components Of Variance ◽  
Record Keeping ◽  
Entry Level ◽  
Therapeutic Interaction ◽  
Work Habits ◽  
Factor Ii ◽  
Selection Test

A principal-components factor analysis of a 54-item work-performance rating scale with 173 entry-level psychiatric aides yielded three interpretable factors, Factor I: charting, record-keeping, and basic nursing care, Factor II: general work habits and compliance with rules, and Factor III: therapeutic interaction with patients. Comparisons of factorial and conceptual scoring methods yielded no differences in verbal-selection test/work-performance validities and no race or sex differences using either method. It was noted, however, that the use of factor analysis contributed to the construct validity of the scale and identified the major components of variance.

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