Reflection #3, Chapter 7
A great way of determining the value of a job is through a job evaluation. Job evaluations deliver quantitative measurements which are essential for a more positive work environment. Evaluations are supposed to be an impartial and balanced measurement of an employee’s job performance. Unfortunately, this is not always the case. Evaluations can play a significant role in teacher development and school improvement. When evaluating, it is important that the employer makes knowledgeable decisions, identifies strengths and weaknesses, and comes up with motivating actors to improve job performance. If this happens, it can help with school improvement and accountability. When being evaluated, receiving criticism and appraisal have a strong, positive influence on teachers and their work. This is because when an employee gets evaluated, that employee would know what they need to improve in or what they are exceling in. Many teachers believe that performance evaluations increase job satisfaction and, to some degree, their job security. Performance evaluations also give growth to a teacher’s job developments. If a principal or vice principal puts more emphasis on specific aspects of teacher appraisal and feedback, the more the change in teachers’ practices to improve their teaching. In some cases, if a principal puts more emphasis on employee evaluations, it can lead to further changes in teachers’ reported teaching practices (good or bad). Job performance evaluations let employees aware of how they are performing and what is expected of them for future performance.
Performance evaluations, when conducted properly, can improve an organization’s functioning, process, and efficiency. They can be used as a tool in the mentoring and succession planning process as well as it can be thought of as a strength in any management program. “One of the most important and sometimes difficult jobs of the school administrator is the evaluation of personnel.” (Webb ; Norton, 2013). Although for some school administrators job evaluations can be difficult to do, they must look at the positive side of it. What I mean by this is, when an administrator gives positive or negative feedback, it helps the employee with job growth. Performance evaluations can also be a major part of a business’s policies and compensation practices when the employee goes for a salary increase and other bonus measures. Programs that pay for performance also have the added advantage of compensating employees that have successfully accomplished or outperformed benchmarks, while not rewarding bad behavior to those who did not successfully reach mutually agreed upon benchmarks and goals or for those who have fallen below previous set performance standards.
Within my profession as a school counselor, I have yet to be evaluated. I have been a school counselor for six years as well as I have worked at a private Catholic School and am now at a charter school. Although I am aware that teachers get evaluated, I was surprised to hear on our first day of this class that counselors also get evaluated. I want to think that I am doing my job correctly and I have heard that I am, but I think that getting evaluated what be beneficial for job growth. Studying to be a Vice Principal, my solution would be to make sure that all employees are evaluated, not just teachers. If they are not evaluated, how do they know what to improve in?
Webb, L. D., & Norton, M. S. (2013). Human resources administration: Personnel issues and
needs in education. Boston, MA: Pearson.
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