International Research Journal of Engineering and Technology (IRJET) Volume: 04 Issue: 02 | Feb -2017
www.irjet.net
e-ISSN: 2395 -0056 p-ISSN: 2395-0072
Performance Based Appraisal System For Teachers of University/colleges Aishwarya Dhamne1, Dipali Jadhav2, Mohini Somvanshi3 1
Aishwarya Dhamne , Dept. of computer Engineering, MET, Nashik
2
Dipali jadhav , Dept. of computer Engineering, MET, Nashik
3
Mohini Somvanshi , Dept. of computer Engineering, MET, Nashik
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Abstract - In many universities, reward decisions depend
on subjective performance evaluations. However, evaluating an teacher's performance is often difficult. In this paper, we develop a model in which the teacher is uncertain about his own performance and about the administrator's ability to assess him. The administrator gives an teachers a performance appraisal with a view of affecting the teacher’s self perception, and the teacher’s perception of the administrator's ability to assess performance. We examine how performance appraisals affect the teacher’s future performance. The predictions of our model are consistent with various practical things. These comprise (i) the observation that administrator tend to give positive appraisals, (ii) the finding that on average positive assessment value motivate more than negative assessment value, and (iii) the observation that the effects of appraisals depend on the teacher's perception of the administrator's ability to assess performance accurately. Key Words: Subjective Performance Appraisal, Credibility, Blowfish algorithm
1.INTRODUCTION Performance appraisal is a formal system that evaluates the quality of an teacher’s performance. An appraisal should not be viewed as an end in itself, but rather as and important process within a performance management system that links: Universities objectives Day to day performance Professional development promotions and incentives In simple terms, appraisal may be understood as the assessment of an individual’s performance in a systematic way, the performance being measured against such factors as job knowledge, quality and quantity of output, initiative, leadership abilities, supervision, practical details, cooperation, lecture details, versatility, paper publish details. Assessment should not be confirmed to past © 2017, IRJET
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Impact Factor value: 5.181
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performance alone. Potentials of the teacher for future performance must also be assessed.
1.1 LITERATURE REVIEW Identify overall performance Development of key performance criteria should be based on a comprehensive job description and undertaken in consultation with teachers. Develop assessment measure In order to obtain accurate and valid performance appraisals, assessments measures should be tailored to the specific job or “job family”. An evolution of factors in the work environment which help or hinder performance is also predicted. This ensures that realistic expectations are set for teacher’s performance. And is also likely to increase the perceived fairness and acceptability of performance assessments. Collect performance information from different colleges Traditionally, it has been the sole responsibility of administrator/supervisors to assess performance. However, other universities/colleges members can be valuable source of information as they are likely to have exposure to different aspects of an teacher’s performance. Collecting information from multiple colleges can increase the accuracy of performance evaluation, and increase teacher’s confidence. Conduct an assessment interview The two central purposes of the appraisal interview are to: 1. Depend on past performances to identify major rewards, areas for further improvement, and facilitators to effective are performance. 2. Identify aim and strategies for future work practice. The appraisal interview should be a creative, two-way exchange between the supervisor and teacher, with preparation for the interview done by both parties beforehand. Evaluate the performance The performance appraisal process should undergo regular review and improvement. For example, focus groups or surveys could be conducted to gauge teacher’s perceptions of the appraisal process. A success performance appraisal process should ISO 9001:2008 Certified Journal
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