INTRODUCTION

Teacher performance management is a

continuous process of identifying, evaluating
and improving the performance of teachers so
that the goals and objectives of education are
achieved
 OPPORTUNITIES FOR PROFESSIONAL
DEVELOPMENT

Innovations and
TLP higher studies
Seminars ,
Library reading
Exposure
visits
Inservice
programs
 For managing teacher performance, orientation
programmes are organized periodically to
apprise the teacher about his/her
role and responsibilities,
school context,
profile of the learner,
curricular expectations and
context specific teaching-learning practices.
 It also includes continuous monitoring of
teacher performance
in identifying their potential
to raise their professional standards
for fostering team spirit in them and
facilitate the overall development of the
school.
1. What mechanisms does the school have
to orient newly recruited promoted
teachers?
2. What are the processes adopted by
the school to monitor and manage
teachers' unreported absence?
3. What measures does the school take
to make the teachers understand their
roles and responsibilities?
4. How does the school confirm whether
all the teachers understand
expectations and transact the same
changing curricular accordingly?
5. How does the school monitor teachers'
performance?
6. In what ways does the school manage
the professional development of
teachers?
1. Number of teachers in school:
a. Sanctioned posts
b. In position

2. Number of teachers in position:

a. regular
b. consolidated pay
c. part-time
d. Through P.T.A / SMDC
3. Number of:

a. trained teachers

b. untrained teachers
4. Orientation of newly- recruited /promoted
teachers in the school is done by:
a. attending special orientation program

b. head/ senior teachers in face-to-face

meeting

c. no special orientation is done and new

teachers get oriented gradually on their own

d. other mechanisms adopted by school

5. Whether the school maintains a record of
teachers' attendance along with reasons for
absence? Yes No

a. If Yes, whether the record includes

information on reasons for absence?

b. Whether this information is compiled to

compute average attendance of teachers
afterwards?
6. School makes alternative arrangements for
the absent teachers (not available for taking
classes)

a. by substitute teachers

b. by combining classes

c. senior student engages class

d. no alternative arrangements to manage the

class
7. School makes the teachers realize their
roles and responsibilities through

a. Well designed time frame for completing

scholastic and co-scholastic activities

b. Review meetings

c. Sharing with colleagues

d. Self Evaluation formats

8. Steps taken by teachers to fulfill curricular
expectations

a. Acquiring knowledge about recent changes in

school curriculum

b. Understanding the curricular expectations and

their implications on the current practices

c. Bringing out changes in the teaching learning

process

d. No efforts to fulfill the curricular expectations

9. Teacher performance is monitored
through/by

a. Annual Confidential Report

b. Head Teacher's observations

c. Student's achievement

d. Feedback from parents/ SMDC

e. No system for monitoring performance

10. Mechanism for teacher performance
development:

a. attend only mandatory programme

b. discussion with colleagues

c. school-based professional development

programme

d. BRC/CRC

e. if others, please specify

Orientation of newly recruited/promoted teachers

Teacher attendance

Roles and responsibilities of teachers and performance

goals

Teachers preparedness for curricular expectations

Monitoring of teachers performance

Teacher professional development

 Orientation
of
Newly recruited /
promoted Teachers
The newly recruited promoted teacher make
self-efforts
To acquire information about
available facilities,
recent trends in the field education
observes the ongoing practices of the school.
The school head orients the teachers
about his/her responsibilities,
recent trends in the field of education,
current practices,
developments and
facilities available within the school
Special orientation programme is organized
systematically to apprise the teacher about

his/her role and responsibilities,

school context,
profile of the children,
curricular expectations,
context specific teaching-learning practices
and role of SMC/SMDC, etc.
 Teacher
Attendance
 School maintains record of attendance along

with the reason for absence

generally no alternative arrangement is made

to engage the classes.

 School systematically maintains the attendance
record
monitors unreported absence, gives instruction,
and takes action, if necessary
School makes some (ad hoc) arrangement such
as
combining classes,
assigning responsibility to the class
monitor/ learner of a higher class to ensure
that class is engaged.
 School develops appropriate mechanism to
address teachers' absence
timely substitute arrangement is made through
SMC/SMDC/PTA
Deputation from other schools and
Teachers in leisure hours
School creates a culture of self responsibility
and punctuality.
 Roles and
Responsibilities
of
teachers and
performance goals
 School provides a pre-designed timetable

expects the teacher to complete the syllabus

perform other duties as assigned from time to

time
 Head teacher briefs the teachers about their
roles and responsibilities in staff meetings
reviews and monitors the completion of the
syllabus
assigned responsibilities in the light of the
schools expectation
 School specifies the roles and responsibilities
of teachers through mutual consultation
Teachers themselves monitor their own
progress regularly
school encourages teachers to set their own
performance goals and
provides the support to innovate and
experiment with or test new ideas.
 Teachers
preparedness for
curricular
Expectations
 Teachers are only aware of the existing school
syllabus
Have basic information about the recent
changes in school curriculum;
Find it difficult to change as per the curricular
expectation
 Teachers take initiative to understand the
curricular expectations
Reflect on the required changes;
Make an attempt to change current teaching
learning and other practices
 School creates opportunities for participatory
reflections on curricular expectation
Teachers gradually internalize and integrate
them in teaching learning and school practices
as per the need
Monitoring
of
Teachers
Performance
 Teacher performance is monitored only through
appraisal/Annual Confidential Report by the
appropriate authority
Head teacher takes rounds occasionally to
check class room teaching and attendance of
teachers
 Head teacher monitors the teachers'
performance
Provides them feedback, if necessary; teachers
sometimes review their own performance as per
the achievement of learners
Identify areas of improvement but find it
difficult to change
 School monitors the performance of teachers
on the basis of learners' progress
Discusses teacher performance with
SMC/SMDC
Collectively reflects on developing strategies
for improving teacher performance
 Teacher
Professional
Development
 Head teacher ensures the participation of all
teachers in the in-service training programmes
Teachers, on their own, try to apply the
acquired knowledge and skills in the classroom
and school practices occasionally
 Teachers participate and contribute regularly in
BRC / CRC meetings.

Teachers discuss collectively about the training

modules

Reflect on the possibility of integration of the

acquired knowledge and skills in school practices

school sometimes seeks support from academic

institutions/experts to address difficulties faced
by teachers
 School motivates and creates regular
opportunities for teachers to participate in
different programmes

Makes provision for continuous academic

mentoring of teachers

Supports teachers to carry out researches and

to try out innovative ideas and practices

Facilitates/encourages them to upgrade their

qualifications
 Service rules

Defined roles and responsibilities

provided by Department of
Education/ School Head
Sources of Evidence
Supportive Evidence
Available in the School
 Teacher attendance register

SMC/SMDC meeting minutes

Record of Teacher Qualifications added during

service
 Availability of attendance registers and letters
for leaves of various types from the teachers.

Alternative arrangements for the absentee

teachers in case of long absenteeism, maternity
leave with the support of SMDC/ system level
support.
 Teachers possess syllabus copies and textbooks
with them for the subjects assigned to them.

Availability of self appraisal reports for all the

staff members including Head teacher
 TLMs prepared by teachers

Work executed by the teachers from the

students (Albums project, etc.,)

 Mark registers maintained by the teachers.

Reports of BRC / monitoring and CRC meetings.

 Evidence
School Needs
to Create
 Records of various training programs

attended by teachers.

Records of Teachers attending induction

training programme.
 Teacher setting their own performance goals

as part of annual plan exercise and

availability of annual plan records.

Regular review on the performance of the

school on various areas

 In time completion of the syllabus as per the
academic calendar and term-wise syllabus
distribution.

Suggestions and feedback on teacher

performance i.e excellence and gaps in the
review meetings by the Head teacher with
the teachers and recording in the minutes
book and availability of these minutes books
 Head teachers time distribution /time table
for classroom monitoring and support.
Availability of Head teachers works
distribution on weekly/monthly basis.

Head teachers' suggestions on the lesson

plans, annual plans and children notebooks
for the improvement in case of teachers.
 Developing strategies and planning for
improvement pertaining to teacher
performance as a part of School
Development Plan and implementation followed
by review.

Follow up of suggestions from the Head

teacher and system level monitoring staff
for the improved performance of teachers.
 Core Standard Level-1 Level-2 Level-3
Orientation of Newly-recruited promoted
Teachers

Teacher Attendance

Role, Responsibility of Teachers and

performance Goal

Teachers' Preparedness for Curricular

Expectations

Monitoring of teacher performance

Teacher Professional Development

 Proposed Timeline
Core Standard
Action Plan Term-1 Term-2 Term-3
Orientation of Newly-recruited promoted
Teachers
Teacher Attendance
Role, Responsibility of Teachers and
performance Goal
Teachers' Preparedness for Curricular
Expectations
Monitoring of teacher performance
Teacher Professional Development
Dr.T.L.VASANTHI