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Appraising Teachers in Schools, A Practical Guide by Les Bell

By Les Bell

The e-book of the recent "Pay and stipulations of Employment" (DES, 1987) makes it transparent that every one academics can be required to participate in a few kind of employees appraisal. all of the members to this booklet have sensible adventure of introducing employees appraisal into colleges or of educating colleagues within the techniques of employees appraisal, and their adventure covers either basic and secondary schooling, huge and small faculties. they supply functional counsel at the advent of employees appraisal right into a variety of colleges, define a making plans approach for the institution of employees appraisal, and support these concerned to organize for the method itself.

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Chapter 2 The Appraisal of Teachers Norman Thomas Informal appraisal As we saw in chapter one, appraisal has always been part of daily life in all schools. Teachers appraise children, sometimes to elucidate where a child stands as compared with others, but more often to judge what he or she knows and can do so that decisions may be taken on what to move on to next. For the most part covertly, children form views about each other and about their teachers, and teachers form views about each other.

Formal training If a member of staff has to overcome a major weakness, or if you want her to prepare for a job that is entirely new to her, it may be best if she attends an outside course. Do not assume that this will, in itself, satisfy the need. Follow up, to help her apply what she has learned in her job. For example, if you want to develop a member of staff to take on a staff development role, you may decide to send her on an appropriate course. This would be a first step in learning and applying managerial skills.

Reflecting feelings. Questioning. Establishing trust A person will only talk to you frankly about his or her improvements if he or she wants to. The following are aimed at helping your own attitude during the interview or discussion, to encourage him or her to open up by establishing trust: • • • • • Take a genuine interest in the other person. Show concern to have issues resolved and agreements reached. Try to understand, and accept his or her views and feelings. Don’t criticize, or try to put him or her down.

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