Performance Evaluation of Employees Paper.
The existence of complexity in behavior coupled with great diversity are two of the most
common characteristic traits that define employees within any workplace setting. Performance Evaluation of Employees Paper.These qualities
are responsible for the unity that is seen among team members and also constant conflicts that
tends to cripple the same union. The work environment is surrounded by many external and
internal forces which have both the power of propelling a company forward or even stagnating
its growth. Firms that offer motivational packages, reward schemes and even allow workers to join labor unions among employees when compared with those that neglect the needs of their workers. It is through these unions that employees voice their concerns when it comes to matters of promotion, salary increment as well as job responsibilities. This paper is an essay that
discusses the importance of performance evaluation of employees within unions based on a provide case study. Performance Evaluation of Employees Paper.
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Body
The achievement of high quality teaching in the process of learning is vital when it comes
to improving the performance of students. The present gaps that exist in the school grades of
most learners are often a reflection of a void in the learning process (Allison et al, 2016).
This is why evaluation systems are given heightened importance due to their ability to assess the
outcome of teachers when it comes to instructing their students and even imparting knowledge in them. Further, the majority of appraisal systems are instrumental because they encourage fruitful
growth in the academic and educational fields (Boehme, 2014).
The process of fostering development of abilities and potential in teachers is mainly accomplished through evaluation systems, as they are also capable of identifying the areas that
require more improvement for the overall wellbeing of the student. Teachers unions in Ontario
take evaluation systems very seriously as they are the one that enable them to achieve their
maximum potential and in turn elevate the standards of learning. What’s more, assessing the
performance of teachers is essential since it ensures that students are fully equipped with the
necessary skills that can guarantee success in the present dynamic and innovative world (Bolotov
et al, 2015). Performance Evaluation of Employees Paper.
Importance of Performance Evaluation in learning
The rapid changes that characterize the present life have to be reflected in learning and
that is why is becoming inevitable for evaluation systems to be created and constantly revised so
as to capture all the critical factors. It should be noted that teacher evaluation systems or criteria
are vital because they aid in the eradication of the major learning challenges faced in the majority
of high school students across the province of Ontario. There are a number of teacher evaluation
systems that can be adopted by high schools across Ontario such as those suggested herein. Performance Evaluation of Employees Paper.
One of the reasons for creating a new evaluation system that can help teachers union and
the Province of Ontario both is to come up with the most viable criteria for awarding teachers
with salary increments as of September 2018. This means that for a teacher to qualify for a raise
in their current remuneration, they must show an impressive record when it comes to their
performance and execution of tasks. This element is very vital since most of the jobs in the
current workforce evaluates the productivity of their employees based on how long they have
been working in a given company, school or institution (Cameron et al, 2007). Furthermore,
seniority in most places of work is determined by how many years a person has been employed.
It is this information that is then used to determine whether a person can be given a promotion or a salary raise. The truth of the matter is that having more years in active
employment does not necessarily mean that a person is an effective employee (Davies et al,
2014). This is very true, especially in the teaching arena where learning is a sensitive process
that needs to put into consideration the welfare of the students. A teacher who is efficient in his
or her work is one who can be able to register good grades from the students while also
identifying the hidden talents they may have (Hellsten et al, 2013).
This process can be easily achieved by a young individual who can easily relate with
students due to their tender age. On the contrary, a teacher who has been working in an Ontario
based high school for several years may fail to achieve good grades from students, regardless of
the fact that they have been in the teaching industry for years. Hence, this aspect should be
included in the evaluation system for teachers unions to determine whether a teacher is
performing impressively or not (Murnaghan et al, 2014).
Criteria for evaluation, assessment, ranking and positioning.
The number of years one has worked should not be given a lot of weight and in its place,
teachers should be assessed in terms of the success they achieve in their respective classrooms.
Additionally, the modes of teaching and instruction should also be used as part of the evaluation
process because they determine a significant part of whether the students understand what is
taught. The use of multiple elements of teaching such as an instruction plan, electronic gadgets
and also presentations help in fostering difficult concepts in the learners (Webber et al, 2014).
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At the same time, the modes and methods used in teaching should also focus on rating on how
the teacher relates to the student.
This includes issues such as eye contact, use of language, posture, the use of gestures and
even the ability to answer questions from the students (Webber et al, 2014). This evaluation
system also proposes that all teachers belong to unions or working in Ontario based high schools
should be gauged and appraised based on their time management skills. It is indisputable that
time is one of the most of the valuable resources and the fact that most schools run and operate
within a stipulated period means that teachers should be able to adhere to this schedule (Hellsten
et al, 2013). Hence, the evaluation criteria should begin by first determining whether they began
teaching on time, at what point the teacher was halfway in the syllabus and whether they
completed it before the end of the term or semester.
It would also be critical for the evaluation system to be used for teachers in unions within
Ontario to define the concept of seniority and use specific factors to assess senior teachers. The
fact that a teacher that occupies a senior position is often an older person means that they have
many years of experience and also their salaries are somewhat higher than those of their junior
colleagues. At the same time, it would be important to pay a close eye on the older teachers to
ensure that they are not being redundant or unproductive within the school environment as part
of the evaluation process (Murnaghan et al, 2014). This would make it certain that high schools
as well as grade schools do not have too many senior teachers that are not effective in teaching or
imparting knowledge to learners (Cameron et al, 2007).
All of the evaluation criteria should also include objective measurements that define what
level is satisfactory, fair, above average and poor. The fact that teachers will be evaluated by the
members of the board and their own students means that it is essential to put in security measures
that can guarantee that there is no malice or vindication thrown at an innocent teacher for no just
or viable reason. This evaluation process for high schools in Ontario seeks to also protect
taxpayers because there would be no reason to pay salaries to workers that are not productive or competent enough to teach. The fairness and equality of this evaluation system will also take into
consideration the length and which a teacher has been in active employment. Performance Evaluation of Employees Paper.This will reduce the chances of being unfair to a teacher who has only taught for a few months and evaluate them in
the same way as those that have been teaching for years (Davies et al, 2014).
It is important to place a lot of emphasis on such an issue as there is also the time that is
taken before a teacher gets to adjust and adapt themselves to the Ontario system, especially if
they came from a different province. It is through the drafting and subsequent implementation of
the evaluation system that quality learning can be achieved in Ontario based high schools. It
would also allow this Canadian province to manage academic resources equitably such that
divisible assets such as finances should be used only for the right reasons (Davies et al, 2014). Performance Evaluation of Employees Paper.
Evaluation systems are indeed valuable to the education sector as they have the ability to
recognize the magnificent and unique humanity of a teacher, reward their results and at the same
time offer positive motivation to strive to become better in the classroom setting.
Evaluation Template for high school teachers for the province of Ontario.
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