Teachers' Performance Appralsal System in General Secondary Schools of Jimma Zone Oromia National Regional State
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Date
2013-06-01
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Addis Ababa University
Abstract
This study was conducted to examine Teachers Performance Appraisal system in General Secondwy schools of Jimma Zone. Oromia Nalional Regional State. In order to meet the objective of the study, descriptive survey was employed as method of research. Simple random and purposive sampling techniques were employed to select woredas, supervisors, schools, principals and teachers. Six supervisors, fourteen principals and 112 teachers drawn from sample Woredas and schools were subjects of this study. Questionnaire, interview and document analysis were data gathering tools employed for data collection, while, statistical tools percentage, chi-square, weighted mean and mean score were used to analyze data. The findings of the study showed that. the current .system of TPA mainly serve summative (administrative) PurPoses. while developmental purpose given less attention. The appraisal criteria have been found to lack objectivity to appraise teachers work and lack reliability to decide on teachers' behavior. In addition the formulation of teachers performance appraisal criteria were the sale responsibility of principals in which teachers were not fully involved in developing TPA criteria. Furthermore, principals who run TPA in General Secondary Schools were not skillful to appraise teachers' performance effectively. Lack of principals' skill and experience, low participation of teachers in developing appraisal criteria, lack of adequate training given to principals and teachers, lack of better rewarding system and lack of timely feedback to teachers were found to be the major factors that affect the implementation of TPA. Hence, the TPA system were seems ineffective to achieve its purpose due to these hindering factors. To less these problems it is therefore suggested that involving teachers in developing criteria, providing adequate and ongoing training to principals and teachers, improving the rewarding system of good performance and giving timely feedback to teachers based on their performance were solutions forwarded. Based on the research finding and conclusion, recommendation forwarded include developing principals appraising capacity through continuous training, recruit and assign qualified person for principal, facilitate the participation of teachers in developing TPA criteria improve two-way communication information , arrange grievance procedures and consider peer and self Appraisal to minimize appraisal bias and taking right decision.
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Teachers' Performance Appralsal System