Every child in your class is someones whole world

http://neatoday.org/2013/03/25/how-do-high-performing-nations-evaluateteachers/
Or as Hong Kong Professor Kai-Ming Cheng noted, successful evaluation will
help teachers think about students, and unsuccessful evaluation will make them
think about themselves and their career.

http://www.smetoolkit.org/smetoolkit/en/content/en/376/Tips-for-PerformanceAppraisal

Tips for Performance Appraisal

Provided by Solutions Consultant and BizMantra
To minimize exposure to employee litigation, employers should develop a checklist of items
that are necessary for the enforcement of fair, consistent and legally sound performance
appraisal systems.

Apprise employees of performance standards in advance. When a new employee is hired or

when new standards are adopted, supervisors should amend job descriptions and
performance evaluation forms and copies should be given to all affected employees.
Document all performance problems regularly on appropriate appraisal or progressive
discipline forms. Provide the employee with a copy immediately. A precise format for
conducting an evaluation leads to more thorough, accurate recording of information.
Informality, on the other hand, may lead to claims of discrimination.

Provide employees with relevant feedback. Vague, generalized or subjective evaluations may
lead to litigation.

Promptly evaluate nonproductive employees. When managers tolerate an employee with a

performance problem for months and then suddenly give him/her a negative evaluation and
terminate him/her, the employee may claim that the action was arbitrary or discriminatory and
may be able to show that no opportunity for improvement was given.

Give the employee an opportunity to comment on or dispute the performance appraisal. This
will support the fact that you provided the employee with notice.

Train supervisors how to evaluate employee performance and how to administer the
company's appraisal system.

Establish a review audit system to prevent manager bias or personal feelings from impacting
on the appraisal.

Develop written policy statements approving only a specified procedure for conducting
appraisals.

Document through performance files as well as job-related testing, rating systems, appraisal
forms and signed memoranda.

Copyright 2014, Solutions Consultant Pvt. Ltd. All Rights Reserved. - See more at:
http://www.smetoolkit.org/smetoolkit/en/content/en/376/Tips-for-PerformanceAppraisal#sthash.YyVMPD05.dpuf

Tips for Performance Appraisal

Provided by Solutions Consultant and BizMantra
To minimize exposure to employee litigation, employers should develop a checklist of items
that are necessary for the enforcement of fair, consistent and legally sound performance
appraisal systems.

Apprise employees of performance standards in advance. When a new employee is hired or

when new standards are adopted, supervisors should amend job descriptions and
performance evaluation forms and copies should be given to all affected employees.
Document all performance problems regularly on appropriate appraisal or progressive
discipline forms. Provide the employee with a copy immediately. A precise format for
conducting an evaluation leads to more thorough, accurate recording of information.
Informality, on the other hand, may lead to claims of discrimination.

Provide employees with relevant feedback. Vague, generalized or subjective evaluations may
lead to litigation.

Promptly evaluate nonproductive employees. When managers tolerate an employee with a

performance problem for months and then suddenly give him/her a negative evaluation and
terminate him/her, the employee may claim that the action was arbitrary or discriminatory and
may be able to show that no opportunity for improvement was given.

Give the employee an opportunity to comment on or dispute the performance appraisal. This
will support the fact that you provided the employee with notice.

Train supervisors how to evaluate employee performance and how to administer the
company's appraisal system.

Establish a review audit system to prevent manager bias or personal feelings from impacting
on the appraisal.

Develop written policy statements approving only a specified procedure for conducting
appraisals.

Document through performance files as well as job-related testing, rating systems, appraisal
forms and signed memoranda.

Copyright 2014, Solutions Consultant Pvt. Ltd. All Rights Reserved.

Tips for school leaders and

middle managers to strengthen
appraisal practices.
Dos
Set clear priorities in work and
establish a common understanding
of what needs to be achieved
in work plans, competencies

and expectations
Share honest and useful feedback
with JHs
Meet JHs regularly to share feedback
on how they have progressed
throughout the year

Donts
Use separate school-based appraisal
forms
Ask JHs to include their schools entire
strategic thrust in their plans just
select what is relevant to their work
Rely on matrices solely to quantify
JHs performance assessment of
JHs should be a holistic process
that is contextualised to their
work outcomes

http://www.oecd.org/site/eduistp13/TS2013%20Background%20Report.pdf

http://www.edu.gov.on.ca/eng/teacher/pdfs/tpa_manual_english_september2010l.
pdf

http://www.edu.gov.on.ca/eng/teacher/appraise.html

http://education.purduecal.edu/Vockell/EdPsyBook/Edpsy2/edpsy2_direct.htm

Cooperative learning, motivational effects,

and student characteristics: An
experimental study comparing
cooperative learning and direct
instruction in 12th grade physics classes
http://www.sciencedirect.com/science/article/pii/S0959475206001174

Abstract
One hundred thirty-seven students in 12th grade physics classes participated in a quasiexperimental study comparing the jigsaw classroom method of cooperative instruction with

traditional direct instruction. While no differences were found between the two conditions for
physics achievement gains, the results revealed differences in students' experience of the
three basic needs (autonomy, competence, and social relatedness as posited by selfdetermination theory of learning), in self-reported cognitive activation, and in degree of
intrinsic motivation. Path analyses showed that the basic needs partially mediated the effects
of method of instruction on cognitive activation and intrinsic motivation. Increases in feelings
of competence with cooperative learning were associated with better performance in physics.
When controlling for competence, however, direct instruction had a facilitating effect on
physics performance. Four aspects of students' personal learning characteristics (previous
knowledge, academic self-concept in physics, academic goal orientation, uncertainty
orientation) were assessed. Method of instruction was found to interact with self-concept:
students with low academic self-concept profited more from cooperative instruction than
from direct instruction because they experienced a feeling of greater competence.

The Back Page

Inquiry Science Rocks: Or Does It?
by David Klahr
http://www.aps.org/publications/apsnews/201212/backpage.cfm

The Back Page

Direct Instruction rocks: Or does it?
by Richard Hake
http://www.aps.org/publications/apsnews/201304/backpage.cfm