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Criteria for Measuring Performance for the Faculty Staff |
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We always mention in our training lectures that job analysis is an important document because it provides guidelines for many human resource activities. Additionally we always recommend that all organizations must develop their own job analysis instead of using standard types or job analysis prepared by other organizations because all organizations are somewhat unique and have their own specific needs and organizational culture. Of course, studying job analysis of other organizations for similar positions is useful but cannot bring fruitful results if used blindly. We have recently conducted a research in an academic institution of higher education and suggested following performance criteria for assessing performance of the faculty members.
We only gave 20% weight to the student feedback. The research in the field shows that assessing performance of the teaching staff on the basis of student feedback is not very reliable because many factors influence, for example, group opinion, friends influence and non-serious attitude, during the process of filling out feedback form on the performance of the teacher in the class. During investigations, we observed students’ whispering, peeping up on others’ forms, ticking the forms hurriedly without even reading and so on. Since some of the students seriously give their independent opinion so we cannot completely ignore student feedback. We also gave low weight to research activities which are considered very important for higher academic institutions but here case was not as per norms. Except a few, no one was seriously involved in any serious research activity. Even those who were doing so-called research were not of high standard. Instead of research, we suggested more weight to Notes and Handouts that all teachers prepare to deliver a lecture and submit a copy of it to the office of the head of the department on semester basis. This is more objective criterion to evaluate how much a teacher is acquainted with new research and thoughts.
The institution was affiliated with a foreign university that was awarding the degrees. Representatives of the university visit twice in a year to monitor exams. They were also responsible to monitor examination questions. During these activities they make comments on preparation of examination papers and marking. They had a power either to change questionnaire or marks of the students. If they make many drastic changes in examination questionnaire or given marks should be taken as negative job performance, as we recommended. Peer reviews referred to the activity where three peers separately sit in different classes and listen to the lectures given by a colleague. They prepare independent report about good and bad points of the lecture that they experience as a reviewer. No one is able to influence each other report because they attend the classes independently. Please note, the criterion peers comments is different from the peer review. It means general comments of the peers about a colleague. Department Manager also has significant say in evaluating the job performance because he/she is the only person who is in contact with each teaching staff on almost daily basis. Head of the Department act as a line manger in the system. We recommended that if a teacher is scoring between 70-75 percent, it means that she/he should be retained.
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