scholarly journals Performance Appraisal Strategies on Performance of Teachers in Public Secondary Schools in Kiambu County, Kenya

2019 ◽  
Vol 3 (II) ◽  
pp. 218-230
Author(s):  
Bernadette Wangui Mwangi ◽  
Reuben Njuguna
Keyword(s):  
Secondary Schools ◽  
Performance Appraisal ◽  
Professional Growth ◽  
Teacher Performance ◽  
Monitoring And Evaluation ◽  
Target Population ◽  
Teaching Staff ◽  
Quality Of Work ◽  
Creative Commons

This study was triggered by the Teachers Sercice Commission (TSC) coming up with teachers performance appraisal strategies to appraise teachers and administrators in its employment, but the program has not fully realized the objective of evaluating teachers performance and initiate professional development.  There has been a stiff resistance from teachers on the use of appraisal tool terming it as forced appraisal. The study, therefore, sought to establish whether there is a relationship between appraisal and reward/compensation, examine how setting of standards and targets influences teachers perfomance, determine how measuring and monitoring teachers work on regular basis affect their performance and find out the effect of quality of work on performance of teachers in public secondary schools in Kiambu County. The target population was 3,479 teachers in 277 public secondary schools in Kiambu County. The study was conducted in 22 secondary schools in 11 sub counties comprising TSC teachers and administrators with a population of 686.  58 teachers and 22 head teachers, totaling to 80 representing 12% were selected from the accessible population of 686 teachers using systematic random sampling. The study established that standards/targets, measuring and monitoring performance managing quality of work and reward/pay affects teacher performance positively and significantly. The study concludes that setting standards and target allows schools and the teaching staff to better measure their progress helping to keep them motivated and accountable. Measuring and monitoring teacher performance ensures that information is gathered so that judgments can be made and questions answered accordingly. Performance appraisal strategies are critical to satisfying the performance of teacher and retaining their future loyalty and teachers are satisfied with the extrinsic rewards provided from the organization like: pay, bonuses, allowances. The study recommends that for the management of schools to achieve goal alignment in the teaching staff, they must first clearly communicate their school’s strategic objectives across the entire school. The school should have a way of monitoring their teacher which must be developed in a systematic monitoring and evaluation of the class and the work of teachers. On managing the quality of work, the study recommends that schools match tasks to Skills, communicate effectively, keep goals clear & focused, give incentives, train and develop their teachers and the study recommends that the school management should take interest in the professional growth to increase the performance level of the teachers. This is an open-access article published and distributed under the terms and conditions of the Creative Commons Attribution 4.0 International License of United States unless otherwise stated. Access, citation and distribution of this article is allowed with full recognition of the authors and the source.

scholarly journals MONITORING AND EVALUATION OF TEACHER EFFECTIVENESS , A CASE OF TEACHER PERFORMANCE APPRAISAL AND DEVELOPMENT TOOL IN PUBLIC SECONDARY SCHOOLS IN NYANDARUA SOUTH SUB- COUNTY, KENYA

2020 ◽  
Vol 7 (1) ◽  
pp. 320-329
Author(s):  
Khatete Ibrahim
Keyword(s):  
Secondary Schools ◽  
Performance Appraisal ◽  
Teacher Effectiveness ◽  
Time Management ◽  
Teacher Performance ◽  
Positive Culture ◽  
Monitoring And Evaluation ◽  
Simple Random Sampling ◽  
Target Population ◽  
Development Tool

Abstract The purpose of this study was to investigate the monitoring and evaluation of teacher effectiveness a case of Teacher Performance Appraisal and Development tool (TPAD) in public secondary schools in Nyandarua South Sub-county, Nyandarua County, Kenya. The study was set to achieve three objectives; To determine the influence of teacher clog in and clog out exercise on teacher performance in public secondary schools in Nyandarua South Sub-county, Nyandarua county Kenya, to examine the influence of teachers’ class registers on teacher performance in public secondary schools and to determine the influence of teachers adherence to school deadlines on their performance in public secondary schools. The study was guided by Performance Appraisal Model and benefited from descriptive survey research design. The target population was all 18 public secondary schools in Nyandarua south sub-county. The respondents were 18 Principals, 18 deputy Principals 20 H.O.D s and 90 teachers being a sample size of 30 percent of the entire public school population. Teachers were sampled using simple random sampling to obtain five teachers in every sampled school, totaling to 90 teachers. Questionnaires, interview guide and document analysis guide formed the instruments used for data collection. Descriptive statistics was used to analyze collected data. The study findings revealed that monitoring of teachers on their reporting on duty and leaving from duty improved the teachers stayed in school hence more contact time between teachers and learners in school, the monitoring of teacher class attendance improved teachers’ syllabus coverage. A majority of the schools are completing the syllabus coverage in time. The teachers are now able to do revision as they prepare students for examinations and promotion to the next grades. The meeting of deadlines has created a positive culture among the teachers in the schools. The teachers now look at meeting the deadlines set by the schools as a good thing that is making them more responsible. Lastly the strategies being used to monitor teachers attendance on their duties has resulted into impressive performance of teacher in their duties. Based on the findings and Conclusions of the study, it is recommended that TPAD tool for monitoring teachers on time management should be emphasized. The practice should be borrowed and applied to other areas of school operations.

scholarly journals Professional Development Appraisal And Teacher Performance Among Secondary Schools In Migori County

2021 ◽  
Vol 9 (11) ◽  
pp. 1973-1982
Author(s):  
Teresa Atieno Otieno ◽  
Matula Phylisters ◽  
Okoth Ursulla
Keyword(s):  
Professional Development ◽  
Secondary Schools ◽  
Performance Appraisal ◽  
Student Performance ◽  
Survey Design ◽  
Teacher Performance ◽  
Target Population ◽  
Significant Difference ◽  
Teacher Productivity ◽  
Descriptive Survey

Performance appraisal forms an important practice in human resource management. In Kenya, the Teacher Performance Appraisal and Development (TPAD) has been used since 2012 as an appraisal approach to evaluate teachers’ performance. However, the effectiveness of performance appraisal in enhancing teacher productivity as reflected in students; academic achievement has not been documented in Kenya and remains questionable. In Migori County, student performance in KCSE examination has been comparatively low. The objective of this study was to analyse the influence of professional development appraisal on teacher performance among public secondary schools in Migori County. Specific objectives were to determine the level of teachers’ performance after evaluation, and to establish how appraisal of professional development influence performance of teachers. Descriptive survey design on a target population of 276 principals and 2961 teachers was employed in the study. Krejcie and Morgan (1970) table was adopted to derive a sample size of 342 teachers and 57 principals stratified based on school category population. Questionnaire and interview guide were used to collect data from teachers and principals respectively. The study found that there was a significant difference in the mean of teacher’s performance after appraisal and the category of teachers’ schools. The study also found that 64.1% changes in teachers’ performance is attributed to professional development appraisal (R2 =0.641), and that professional development appraisal (β=0.803) is a significant predictor of teacher performance {F (1, 278) =493.200, P<0.05}. The study concludes that professional development appraisal significantly contributes to performance of teachers in secondary schools.

Strategic Management Teacher Performance Development to Improve Learning Quality

2019 ◽  
Vol 7 (2) ◽  
pp. 333-345
Author(s):  
Abdu Syahid ◽  
Iim Wasliman ◽  
Hendi Suhendraya Muchtar ◽  
Nanang Hanafiah
Keyword(s):  
Strategic Management ◽  
Performance Monitoring ◽  
Teacher Performance ◽  
Monitoring And Evaluation ◽  
Research Approach ◽  
Strategy Formulation ◽  
Performance Coaching ◽  
Quality Of Learning ◽  
Performance Development

Strategy Management for Teacher Performance Development to Improve the Quality of Lessons is a response to the quality of learning that still needs to be improved, by developing teacher performance, is a solution to improving the quality of learning. Focus of the problem: How to Implement Strategic Management of Teacher Performance Development to Improve the Quality of Learning. Specific objectives of this study are to identify and analyze: (1) Internal and External Environments, (2) Formulation of Strategy Formulation, (3) Strategy Implementation, (4) Teacher Performance Monitoring and Evaluation Management, (5) Strategic Steps to Overcome Problems and Weaknesses. Research methods and procedures refer to the qualitative research approach. The theories that underlie this research are strategic management theory, performance coaching theory, higher order thinking learning theory and madrasah culture theory. The main findings of this study are: (1) The principal of madrasah has not analyzed and combined strengths, weaknesses, opportunities and challenges into a strategic assumption conclusion that can be used as a basis for further strategic planning, (2) Strategy formulation is not based on strategic assumptions that maximize strength factors and minimizing the weakness factor by taking advantage of opportunities in facing challenges.

scholarly journals Identifikasi Kinerja Guru Dalam Menentukan Kualitas Mengajar Menggunakan Metode Profile Matching

2020 ◽  
Vol 1 (3) ◽  
pp. 172
Author(s):  
Fitri Pranita Basution
Keyword(s):  
Performance Appraisal ◽  
Teacher Performance ◽  
Educational Institution ◽  
Educational Institutions ◽  
Quality Of Education ◽  
Appraisal Process ◽  
Profile Matching ◽  
Long Time ◽  
Performance Appraisal Process

To determine the quality of teacher performance, an educational institution must conduct a process of evaluating the performance of its teachers. MTsS YASPI College Foundation Labuhan Deli is one of the educational institutions that always improves the quality of education in schools. Teacher performance appraisal at Labuhan Deli YASPI schools is still done conventionally, so there are many assessment criteria and it takes a long time to evaluate the teacher's performance. This study aims to optimize the teacher performance appraisal process to be faster and more precise. The method used is Profile Matching. The results of this study can determine the teacher's performance more precisely by 100%. So that this research can be recommended as an appropriate system in evaluating teacher performance in schools

scholarly journals Efektifitas Keputusan Manajemen Dalam Penilaian Kinerja Karyawan Menerapkan Metode Weigthed Product (WP)

2020 ◽  
Vol 4 (3) ◽  
pp. 612
Author(s):  
Tri Widayati ◽  
Nugroho Sumarjiyanto Benedictus Maria
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Government Agencies ◽  
Private Companies ◽  
Quality Of Work ◽  
The World ◽  
A Company ◽  
Business And Management

Performance appraisal of employees is an important thing to do by government agencies and private companies. It is useful to see, monitor the level and quality of work given by an employee to his company in order to create a company that is able to achieve the goals of each company by starting to do evaluation of HR (Human Resources) because in the business and management world says that a great company is a company that is able to manage its human resources. In employee performance appraisal, each company has their own way and certainly different in the actual practice of employee performance appraisal activities must be done properly and fairly as possible to eliminate social gaps in the world of work and reduce the occurrence of errors in granting an assessment of the performance of each each company employee and the results obtained after employees are given an assessment of their performance are expected to grow and influence the level of loyalty given by employees to the company and foster high self-motivation for the progress of the company itself. In evaluating employee performance, there are several tools that can be used, one of which is a decision support system that will process some of the criteria set by the company using the Weighted Product (WP) method

scholarly journals Quality of Work Life of Public School Nurses in the Philippines

2019 ◽  
Author(s):  
Kaila Mae L. Macairan ◽  
Ryan Michael Flores Oducado ◽  
Mika E Minsalan ◽  
Risa G. Recodo ◽  
Gio Franco D. Abellar
Keyword(s):  
Public School ◽  
Social Integration ◽  
Work Experience ◽  
Professional Growth ◽  
The Philippines ◽  
School Nurses ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work

Background: School nurses play a crucial role in the provision of comprehensive health services to the school population. A balanced quality of work life (QWL) with favorable conditions that support and uphold employee satisfaction is imperative for school nurses to maximize their provision of care for their clientele. Among the many nursing specialties, research among school nurses is not given much attention.Purpose: This study aimed to determine the QWL of public school nurses in the Philippines.Methods: This study utilized a descriptive correlational research design with 57 public school nurses as study participants. Self-reported data were gathered utilizing Walton’s QWL scale. Data were analyzed using the Mann-Whitney U test, Kruskal-Wallis test, and Spearman–rank correlation coefficient. Results: Results indicated that public school nurses had high QWL (M=4.16). Among the eight subscales, opportunities at work (M=4.04) and social integration at work (M=4.03) had the lowest mean scores. There were no significant differences in the QWL according to sex (p=0.929), marital status (p=0.326), educational attainment (p=0.391) and length of work experience (p=0.059), while there was a significant relationship between age (p=0.005) and QWL of public school nurses.Conclusion: Public school nurses generally have a high QWL. Nevertheless, to further improve their QWL, it is recommended that public school nurses must be provided with more chances for continuous professional growth and opportunities for better social integration.

Assessing contract management as a strategic tool for achieving quality of work in Ghanaian construction industry

2020 ◽  
Vol 25 (1) ◽  
pp. 41-60 ◽  
Author(s):  
Emmanuel Coleman ◽  
Isaac Kwesi Nooni ◽  
Samuel Korenteng Fianko ◽  
Linka Dadzie ◽  
Ebenezer Nickson Neequaye ◽  
...  
Keyword(s):  
Construction Industry ◽  
Monitoring And Evaluation ◽  
Poor Quality ◽  
Primary Data ◽  
Contract Management ◽  
Economic Implications ◽  
Content Type ◽  
Quality Of Work ◽  
Supervisory Staff

Purpose This study aims to investigate the attainment of quality in Government of Ghana’s (GoG) infrastructural projects through effective contract management and especially, relating to qualification, competence and experience of supply chain stakeholders. Design/methodology/approach A survey questionnaire and field observations were used to collect primary data from staff of the education ministry and construction professionals. Documentary analyses of contract documents were also undertaken. Findings The results show that executing agencies’ failure to apply appropriate contract management processes was linked to the gap between stakeholders’ knowledge and actual practice. This was confirmed by Spearman’s rho tests of correlation between overall mean ranks given by professionals and non-professionals, which indicated strong agreement between those groups. Factors such as contractors’ engagement of unqualified supervisory staff, lack of proper projects monitoring and evaluation by executing agencies mainly contribute to the poor quality of work. Research limitations/implications Investigations were limited to the Funds and Procurement Management Unit of the Ministry of Education, Metropolitan, Municipal and District Assemblies and local contractors. Nonetheless, the methodology used could be used in future studies to analyse the socio-economic implications on the quality of education infrastructure. Practical implications Construction is booming in Ghana but the capacity to improve the work quality through effective contract management is limited. However, with the effort of stakeholder and statutory bodies’ support in capacity building initiatives, GoG projects could offer some novel solutions to improve quality of work. Social implications Construction industry professionals and students’ knowledge and perception on construction industry and contract management is significantly improved. Originality/value This study provides information on respondents’ knowledge on contract management process, which, if not properly understood, can lead to poor quality of work and loss of money.

scholarly journals Influence of Teacher Performance on Learning Achievement in Public Secondary Schools in Kisii County, Kenya

2018 ◽  
Vol 10 (2) ◽  
pp. 21
Author(s):  
Gilbert Morara Nyakundi
Keyword(s):  
Secondary Schools ◽  
Student Learning ◽  
Performance Management ◽  
Performance Appraisal ◽  
Quantitative Research ◽  
Teacher Performance ◽  
Student Feedback ◽  
Analysis Model ◽  
Learning Achievement ◽  
The Relationship

AbstractExtant literature suggests that regular appraisal of teachers lead to progress in student learning achievement. However, the influence of teacher performance on achievement is not well documented hence the need for this study whose objectives were to (1) determine the relationship between teacher appraisal ratings and student learning achievement, (2) establish the relationship between student feedback ratings and learning achievement and (3) determine the influence of teacher performance on student learning achievement. Based on Locke’s goal-setting and Vrooms’ expectancy theories this study adopted explanatory sequential mixed methods design with population of 50,379 comprising 333 principals, 3,426 teachers and 46,620 students and a stratified sample of 397. Questionnaire reliability was .779 and .783 for teachers and students respectively. Quantitative research findings for the first and second objectives yielded Pearson’s Correlation Coefficient r (27) = -.008, p=.484 (performance appraisal ratings) and r (27) = -.085, p=.331 (student feedback ratings) showing that appraisal ratings and student feedback ratings were not significantly related to learning achievement since p-values obtained were more than the critical alpha (α) set at .05 level of significance. For the third objective, the regression analysis model constructed to test the influence of teacher performance on learning achievement yielded Persons’ R=.085 indicating a weak positive relationship between the two variables. The R-Squared (R²) computed yielded a value of .007, suggesting that teacher performance explained .7% of student learning achievement. Qualitative findings confirmed that performance appraisal contributed minimally to student achievement due to weaknesses of the appraisal policy, low teacher motivation, student characteristics, principal’s characteristics and home background factors. It is thus recommended that Teachers Service Commission should consider expanding performance appraisal for teachers in secondary schools. In addition, all stakeholders should participate in capacity building programmes to strengthen the performance management process. Finally, further research to develop a performance management model for schools is essential.

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