How to Make Performance Evaluation More Effective

Professors nowadays tend to be role models. Their profession are not only limited to be an instructor inside the university but also as a dignified intellectual person outside the campus. A good professor has effective ways of teaching, motivating and learning. In evaluating their performance, there are identified ways which are also used today in universities and colleges. The following are those ways and how can it be more effective.

Student evaluation. Students must not be biased and unsure upon evaluating their professors. They should be reminded that assessing the professors’ performances is vital in administrative and developmental processes of the school. Aside from making the students answer a performance assessment questionnaire, they can also be interviewed individually or as a group to have a thorough examination of the professors’ activities on class.

Colleague evaluation. Sometimes or most of the times biases and personal reasons affect the colleague evaluation. It is also important that upon conducting performance evaluations through co-workers, reminders of the integrity of the assessment are crucial. So, the colleagues must disregard their feelings and must focus only on the performance appraisal of a certain instructor. Furthermore, to elicit a profound view of the professors routine in teaching, the evaluator should also compare his evaluation to the other colleagues own evaluation results. This means that as co-workers they might have the same or similar teaching practices. So aside from reminding the respondents not to be biased, the evaluator should also take a look and examine the others’ evaluation results.

Self evaluation. The downfall of self evaluation is that man is not fully aware of his doings. What he thinks he is, is different from what others think of him. This is true through the assessment of a person’s Johari windows. But still, an evaluator can assess what a professor thinks of himself and his profession. Direct and exact answers can be also elicited whether what activities he is doing inside the classroom or what is his point of view in teaching, things like that. To make this kind of evaluation effective, the assessment officer must execute an interview before and after the semester. This technique can determine if there are differences on their performances before and after the whole teaching process.

Department administrator evaluation. Head officials of an organization have the crucial observation because they can do whatever they want to their members. Some heads don’t tend to be just in their justification on an employee’s performance especially when he or she doesn’t like an employee because of their first impression. To make the department administrator evaluation more effective, the administrator must also observe his colleagues performance appraisal on a certain employee. If it goes the same or similar, then his assessment must be right and just.

      I don’t think that one of my suggestions is of higher priority. If a university is observing all or several of the identified ways, then all must be in high priority. Performance evaluation is crucial in an institution. This is to assess whether the employees from the head down to the labourers are doing their right function. This also ensures the organization’s productivity, effectiveness and efficiency in their service.