Partial fulfilment of the requirement for the degree of master of arts in human resource and rganizational development
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Date
2010-06
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Addis Ababa Universty
Abstract
The purpose of this study was to examine the perception of instructors in the colleges of the
Ministry of National DefensefTraining Main Department towards the Teachers' Performance
Appraisal. This was with intent to find out the weakness and strength of the TPA system and
recommend possible ways of alleviating the problems. To this end, basic questions addressing
the issues related to TPA such as purposes and criteria ofTPA, performance appraisalfeedback,
competence and objectivity of appraisal and the process and problems (errors) of performance
appraisal were all raised. The study employed descriptive survey method. To address the
research questions raised, the investigator reviewed the relevant literature, prepared a
questionnaire for teachers, and interview guides on the basis of the reviewed literature to collect
data from the subjects at sampled defense colleges. The questionnaire was, after having be'en
evaluated and checked by the thesis advisor, pilot- tested in order to avoid irrelevant and
ambiguous terms. Based on comments secured, necessary corrections and modifications were
made before distribution. Concerning the subjects of the study, 41 teachers of the four colleges,
7 department heads and all deans of the four colleges were included. Among the findings, the
major ones include: Teachers did not participate in the formulation of TPA criteria; Those who
were engaged in appraising teachers had no adequate training regarding TPA; The process of
TPA involves establishment of objectives; development of action plans; evaluation of
performance; and provision of feedback; which is the joint activity of the appraiser and the
appraisees. However, this process was not properly followed by the colleges and teachers were
force to prepare action plans from the objectives already established by the upper bodies of the
colleges; The performance appraisal feedback system was perceived to be characterized by
criticism, lack of rewards, and delay to give feedback to teachers; There were no adequate pre
and post appraisal discussions between teachers and appraisers. The following are some of the
recommendation The colleges need to leave the criteria open to teachers for discussion before
implementing them, or let teachers and other members of the college formulate the criteria and
get the approval of the colleges' upper body. The colleges' deans, in collaboration with their
respective colleges and with the TMD higher institution coordination office, need to arrange
training programs for appraisers. In addition, the TMD need to assign graduates of
management and education or at least those who have knowledge and skills of TPA to run the
institutions. The colleges need to arrange programs in which better performing teachers are
rewarded and experiences are shared among the teachers. The feedback system also needs to
focus on praising and encouraging teachers. Further, teachers should be given their
performan.ce feedback on time so that they can appeal against them in case they have complains.
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Keywords
Human resource