Dear All, I am considering to join a school in Delhi as HR & Operations Manager, though I have experience in IT (HW & SW) & ITES Sectors for 12+years, I never had the privilege to serve any educational institution. They have around 3000+ students and around 200+ educators of various subjects.
I have experience in formulating KRAs and executed PMS in the organizations across verticals but a school is an entirely different sphere than an IT organization and I am a novice in this field.
I need some help in formulating the KRAs and KPIs for educators. And keeping in mind that they shape the young minds which will be responsible to take this country and our society forward, I need to create motivational KRAs and upgradation programme which also supports and encourage their growth, involvement, encourage the Research, Development and Upgradation (if necessary) of the content of respective subjects among the educators as well as the students but must not burden or limit them to show the outcome of their year long hard-work in form of student's academic results at year end.
All of them perform similar activities and more or less are responsible for their subject, their class and students results. Apart from the performance and participation of the students in various activities, what else can I include to design KRA/KPI to weigh the teachers' performances? There are no means to judge their performance in the class and their expertise on the subject, their pro-active approach regarding the teaching material (with or without the use of technology). How do I go about it? What tool can I use to track their hard-work because no one can be present in all the classes with all the teachers at all the time to track their year long performances. Perhaps breakdown the performance evaluation in quarterly or half-yearly basis for ongoing evaluation but need more guidance on framing KRAs and KPIs.
Request insights and value additions from all.
From India, Delhi
6I have experience in formulating KRAs and executed PMS in the organizations across verticals but a school is an entirely different sphere than an IT organization and I am a novice in this field.
I need some help in formulating the KRAs and KPIs for educators. And keeping in mind that they shape the young minds which will be responsible to take this country and our society forward, I need to create motivational KRAs and upgradation programme which also supports and encourage their growth, involvement, encourage the Research, Development and Upgradation (if necessary) of the content of respective subjects among the educators as well as the students but must not burden or limit them to show the outcome of their year long hard-work in form of student's academic results at year end.
All of them perform similar activities and more or less are responsible for their subject, their class and students results. Apart from the performance and participation of the students in various activities, what else can I include to design KRA/KPI to weigh the teachers' performances? There are no means to judge their performance in the class and their expertise on the subject, their pro-active approach regarding the teaching material (with or without the use of technology). How do I go about it? What tool can I use to track their hard-work because no one can be present in all the classes with all the teachers at all the time to track their year long performances. Perhaps breakdown the performance evaluation in quarterly or half-yearly basis for ongoing evaluation but need more guidance on framing KRAs and KPIs.
Request insights and value additions from all.
From India, Delhi
Dear Anonymous,
Thank you for posting your query in the general forum. I just took a brief look at the following link that I sent you by private message.
<link no longer exists - removed>
It's comprehensive 108 page manual. Rather than try and summarise what's said there, I will give some examples from my experience both in industries and higher educational establishments.
In both type of organistions we had yearly appraisals. Unlike in industries, in educational establishments students take on the role of customers, products, co-workers, etc. Students were expected to fill questionnaires about our performance in the sessions, towards the end of the year. Those questionnaires were analysed and the results were fed back to us. Also, like in industries, we had end of the year individual appraisal based on our job specifications. We had to first complete a questionnaire about our performance in different roles: as a teacher, an administrator, a researcher, a community helper. We also had to say what went right, what went wrong, what contributed to the success or failure and what we would do to rectify the deficiencies and what help we needed, etc. The Head of the Department or the Supervisor also had to answer the same questions about his/her impression. These two documents would be exchanged and discussed.
My wife, who was a mathematics teacher, told me that she would display the performance of her students (in the form of bar charts) in the class and how the students performance improved from the first week to the last week on various parameters, etc. However, if the teachers are overloaded with work, it becomes difficult for them to keep such records. Such displays not only helps the teacher to show how is is performing but also helps students to improve their performance.
Please let us know more about the type of school, the hours worked by teachers, the number of students/class, etc.
From United Kingdom
Thank you for posting your query in the general forum. I just took a brief look at the following link that I sent you by private message.
<link no longer exists - removed>
It's comprehensive 108 page manual. Rather than try and summarise what's said there, I will give some examples from my experience both in industries and higher educational establishments.
In both type of organistions we had yearly appraisals. Unlike in industries, in educational establishments students take on the role of customers, products, co-workers, etc. Students were expected to fill questionnaires about our performance in the sessions, towards the end of the year. Those questionnaires were analysed and the results were fed back to us. Also, like in industries, we had end of the year individual appraisal based on our job specifications. We had to first complete a questionnaire about our performance in different roles: as a teacher, an administrator, a researcher, a community helper. We also had to say what went right, what went wrong, what contributed to the success or failure and what we would do to rectify the deficiencies and what help we needed, etc. The Head of the Department or the Supervisor also had to answer the same questions about his/her impression. These two documents would be exchanged and discussed.
My wife, who was a mathematics teacher, told me that she would display the performance of her students (in the form of bar charts) in the class and how the students performance improved from the first week to the last week on various parameters, etc. However, if the teachers are overloaded with work, it becomes difficult for them to keep such records. Such displays not only helps the teacher to show how is is performing but also helps students to improve their performance.
Please let us know more about the type of school, the hours worked by teachers, the number of students/class, etc.
From United Kingdom
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HR KRAs - 2007 (Final1).xls
KRAs AND GOALS FOR THE APPRAISAL PERIOD.doc