Question

Adapted from the Rue text.What is the benefit of a performance appraisal? What performance appraisal method do you believe would best apply to the evaluation of a college professor. Explain your reasoning.

Answer 1

Benefits of Performance Appraisal are :-

1. Every employee’s individual performance influences how all the team or even the firm (especially if it is small) is doing.

2. It clarifies the employee’s role and status in the organization. Some workers like to know where they stand regarding their job performance and want to see what else (useful) they can do for the company

3. Self-development is the most important benefit for the employee. Performance appraisal allows you to provide positive feedback as well as identifying areas for improvement. An employee can discuss and even create a developmental (training) plan with the manager so he can improve his skills.

4. It motivates employees if supported by a good merit-based compensation system. Best performers get better pay and benefits packages. Similarly, those employees that lag behind get penalized.

5. It provides a structured process for an employee to approach the management for discussions, identify problems, clarify expectations and plan for the future. It lets both manager and employee set up long- and short-term goals.

6. The statistics can be used to monitor the success of the organization’s recruitment and induction practices.

7. Performance appraisal system also helps the management in deciding about the promotions, transfers and rewards of the employee.

8. t is easy to identify the under-performers and decide whether you want to keep them hoping for improvement or sometimes have to let them go.

9. Both manager and employee, keep performance appraisal records and can retrospectively review the changes in the performance in future.

Performance Appraisal Method i believe best apply to the evaluation of a college professor are:-

Ideal teacher evaluation is multidimensional. It must be informed and It must not be secretive. It cannot be done in one session, one semester, one class. Teacher evaluation especially in higher studies is a cumbersome process

The recommended steps are as under.

The institution policy is explained to the teacher and teaching/pedagogy objectives are told, refreshed or rehearsed.

An in camera class of the teacher is recorded for the topic that the teacher wants and on the time that the teacher is comfortable with. This recording at first the teacher himself or herself sees, then if comfortable he or she sees with an education expert. Points for improvement are noted.

Now our teacher is equipped with our policy and training. He or she is told that there will be a students feedback, a visit and a peer review of assessment.

If the class is more than 40 students only then student feedback is reliable and chances of student liking or disliking are diluted. A proforma is developed and students fill it anonymously. The summary is conveyed to the teacher.

A planned and announced visit of a teaching session by a pedagogy expert with a checklist and a discussion follows.

The assessment made by teacher is evaluated and difficulty index and discrimination index are discussed.

The process of evaluation is repeated in the next year. A cut off of numerical score is set. If unsatisfactory teacher is called for discussion. The shortcomings are told.

In the next year if unsatisfactory teacher is terminated.

If you use the performance appraisal system correctly and smartly, the results won’t leave you indifferent. Undoubtedly, there are disadvantages in the performance appraisal system as nothing is ideal, but it provides a lot of useful information for the company and employee itself that can’t be acquired from other sources. Furthermore, years of experience show the efficiency of using performance appraisal system in practice.