Non-Teaching Personnel

The Personnel Program

Performance Evaluation of Educational
Personnel
JOYCE ANN R. ALSISTO
Discussant
 What does non-teaching mea
n?
Not relating to or engaged in teaching
curriculum planning, academic counselling, a
nd other nonteaching duties of teachers
 refers to school
personnel usually
engaged in
administrative funct
Provides counseling services for students
who may struggle academically, have
a rough home life, may have gone through
a difficult situation etc.
oversees operation of the library
including the organization
, ordering of books, checking out
of books, return of books, a
nd re-shelving of books
provides safe transportation for st
udents to and from school
who maintains the clea
nliness of the buildings
and surroundi
ngs of the school
 a person or group of
people whose job is to
protect a person, place,
or thing from danger or attack
 responsible for
keeping all the
physical operations of a s
chool running
not only in-charge of school payroll
and billing, but a host of other finan
cial responsibilities
provides general first aid for stude
nts in the school;
administer medication to studen
ts who need it
an officer in any department of the publ
ic service who is charged with the duty of
paying out public money
are responsible for manag
ing equipment, supplies
 Personnel have used 4 main avenues:

1. Procedures designed or select,

assign, promote and discharge wo
rkers.
 Personnel have used 4 main avenues:

2. Employee counselling service

and personnel interviews.
 Personnel have used 4 main avenues:

3. Communication with emplo

yees.
 Personnel have used 4 main avenues:

4. All activities which promo

te new groups among the wo
rkers.
1. Conducting interviews with the applicant.
2. Selection of applicant who show ability and aptitude for
the jobs to which they will assigned
3. Providing preliminary instruction in company rules, abo
ut the job, and the work group.
4. Introduction of new employees.
5. Making up a follow-up of the performance of emp
loyees against accepted job performance.
6. Keeping an eye on absences, tardiness, and behav
iors.
7. Preparing and distributing manual or handbook.
8.Making use of bulletin boards as an aid to effective c
ommunication.
9. Handling transfers and promotions, releases a
nd discharges.
10. Supervising vacation schedule.
11. Keeping personnel records or 201 files.
12. Others related to the harnessing, allocation,
and effective utilization of human resources.
Performance Evaluation o
f
Educational Personnel
• Procedure of personnel evaluation
• Partakes of the nature of rating the quality o
f performance of each
individual employee at all levels in the organ
ization
• Compensation "Pay for Performance"
• Job Performance Improvements
• Feedback to Subordinates
• Documentation for Decisions
• Promotion Decisions
• Identify Training Needs
• HR Planning
 Who Performs the Appraisal?
• Evaluation Teams
• Immediate Supervis
or • Customers
• Higher Management • “360° Appraisals”
• Self-Appraisals
• Peers (Co-Workers)
 Performance Evaluation Model
STAGE 1 Planning Stage 2 Monitoring Stage 3 Review

Beginning of the Year Throughout each term End of the Year

Agreed Goals Classroom Meeting to review

Individual Action Observations progress
Plan Sampling of Records
Sampling of Students’
work
Informal Interviews
Teacher Performance Evaluation Pro
cedures
A.REGULAR EVALUATION CYCLE
B. EVALUATION PROCESS AND
PROCEDURES
C. SPECIAL EVALUATION
D.DUE PROCESS
 TEACHER PERFORMANCE EVALUATION
CRITERIA AND DESCRIPTORS

1. Plans Instruction
2. Implements The Lesson
3. Motivates Students
4. Communicates Lesson
5. Demonstrates Knowledge Of The Curriculum
6. Sets High Expectations For Student Achievement
In Accordance With Needs And Abilities
7. Maximizes Time On Task
8. Integrates Materials and Methodology
 TEACHER PERFORMANCE EVALUATION
CRITERIA AND DESCRIPTORS

9. Plans And Uses Evaluative Activities

10. Provides Specific Evaluative Feedback
11. Manages The Classroom
12. Interacts With Students
13. Interacts With Parents And Community
14. Interacts With Administration And Other Educational Personnel
15. Is involved In Professional Growth Activities
16. Supports And Implements School Regulations, Policies, Proc
edures And Accepted Practices
 EVALUATION PROCESS
AND PROCEDURES
1. The Formative Evaluation Process- is a method for
judging the worth of a program while the program
activities are forming (in progress). This part of th
e evaluation focuses on the process.
2. The Summative Evaluation Process- is the process
of using performance data to judge the quality of
teaching in accordance with the established criteria.
 SPECIAL EVALUATION

When formal data indicates that a

teacher is not meeting county
performance expectations described by
the criteria, the teacher may be placed
under special evaluation.