Post on 27-Oct-2014
KONSEP
COMPETENCY-BASE
PERFORMANCE MANAGEMENT(UNTUK GURU)
OUTLINE
• Pembinaan dan Pengembangan Guru
• Perfomance Management
• Konsep Kompetensi
• Kompetensi Guru
GURU
PROFESIONAL
PENGUKURAN
KINERJA GURU
FORMATIF
PENGUKURAN
KINERJA GURU
SUMATIF
ANGKA KREDIT CUKUP
?
NAIK PANGKAT
PROMOSI
SDH PEMBINAAN 2 TH ?
PEMBINAAN SANKSI
SERTIFIKASI
GURU DALAM JABATAN
SERTIFIKASI
GURU PRA-JABATAN
YHA
TIDAK
BELUM SUDAH
PROSES
SERTIFIKASI PEMBINAAN PASCA SERTIFIKASI
KERANGKA
PEMBINAAN DAN PENGEMBANGAN GURU
PERFORMANCE MANAGEMENT CYCLE
March
Skills gap communicated to
corporate
31 August Performance agreements
finalized
December 24
Mid-cycle review
January
Executive discuss proposed ratings
January
Ratings confirmed with employees
Mid-May
End of cycle performance
review
1 July
Variations to remuneration
effective
July
Cycle commences
Performance
Management Cycle
Ongoing Feedback
Ongoing Feedback
CONTOH APLIKASI PERFORMANCE MANAGEMENT CYCLE
COMPETENCY-BASE
PERFORMANCE MANAGEMENT CYCLE
A competency is an underlying characteristic of a person (skill, knowledge, attitude) which enables him/her to deliver superior performance in a given job, role or situation
DEFINISI KOMPETENSI
Basis dari semua tahapan adalah......kompetensi
HIDDENCOMPETENCE
VISIBLECOMPETEMCE
PERFORMANCE PERFORMANCE
MotiveTraitSelf Concept
OutcomeKnowledgeSkill
COMPETENCY is about.....
KNOWING
PERFORMANCE is about
DOING
COMPETENCY vs PERFORMANCE
Waktu ditanya bisa jawab:
“ she likes dancing”
Waktu pidato:
“ she like dancing”
Bagaimana Manajemen Kinerja Guru Bagaimana Manajemen Kinerja Guru Dikembangkan?Dikembangkan?
PERTAMA PERTAMA (III/a, III/b)(III/a, III/b)
MUDA MUDA (III/c, III/d)(III/c, III/d)
MADYA MADYA (IV/a, IV/b, IV/c)(IV/a, IV/b, IV/c)
UTAMA UTAMA (IV/d, IV/e)(IV/d, IV/e)
INDUCTION PROGRAMMEINDUCTION PROGRAMME
CERTIFICATED GRADUATE
CPD focus on improving
professional competencies
CPD focus on improving student
achievement & management
CPD focus on school
development
CPD focus on development of
profession
Career Step
KOMPETENSI GURU KELAS/MATA PELAJARAN
No RANAH KOMPETENSI JUMLAH
KOMPETENSI INDIKATOR
1 Pedagogik 7 45
2 Kepribadian 3 18
3 Sosial 2 6
4 Profesional 2 9
JUMLAH 14 78
No. KOMPETENSI CARA MENILAI
1 Menguasai karakteristik peserta didik Pengamatan dan pemantauan
2 Menguasai teori belajar dan prinsip-prinsip pembelajaran yang mendidik
Pengamatan
3 Pengembangan kurikulum Pengamatan
4 Kegiatan pembelajaran yang mendidik Pengamatan
5 Pengembangan potensi peserta didik Pengamatan dan pemantauan
6 Komunikasi dengan peserta didik Pengamatan
7 Penilaian dan evaluasi Pengamatan
KOMPETENSI PEDAGOGIK GURU
No. KOMPETENSI CARA MENILAI
8 Bertindak sesuai dengan norma agama, hukum, sosial, dan kebudayaan nasional
Pengamatan dan pemantauan
9 Menunjukkan pribadi yang dewasa dan teladan Pengamatan dan pemantauan
10 Etos kerja, tanggung jawab yang tinggi , rasa bangga menjadi guru
Pengamatan dan pemantauan
No. KOMPETENSI CARA MENILAI
11 Bersikap inkulsi, bertindak objektif, serta tidak diskriminatif
Pengamatan dan pemantauan
12 Komunikasi dengan sesama guru, tenaga kependidikan, orang tua, peserta didik, dan masyarakat
Pemantauan
KOMPETENSI KEPRIBADIAN DAN SOSIAL GURU
No. KOMPETENSI CARA MENILAI
13 Penguasaan materi, struktur, konsep, dan pola pikir keilmuan yang mendukung mata pelajaran yang diampu
Pengamatan
14 Mengembangkan keprofesionalan melalui tindakan tang reflektif
Pengamatan
KOMPETENSI PROFESIONAL GURU
KOMPETENSI GURU BIMBINGAN KONSELING
No RANAH KOMPETENSI JUMLAH
KOMPETENSI INDIKATOR
1 Pedagogik 3 9
2 Kepribadian 4 14
3 Sosial 3 10
4 Profesional 7 36
JUMLAH 17 69
KOMPETENSI KEPALA SEKOLAH
No RANAH KOMPETENSI KRITERIA
1 Kepribadian dan Sosial 7
2 Kepemimpinan 10
3 Pengembangan Sekolah/Madrasah
7
4 Pengelolaan Sumber Daya 8
5 Kewirausahaan 5
6 Supervisi Pembelajaran 3
JUMLAH 40
KOMPETENSI KEPALA PERPUSTAKAAN
No RANAH KOMPETENSI KRITERIA
1 Perencanaan Kegiatan Perpustakaan 8
2 Pelaksanaaan Program Perpustakaan 9
3 Evaluasi Program Perpustakaan 8
4 Pengembangan Koleksi Perpustakaan 8
5 Pengorganisasian Layanan Jasa Informasi Perpustakaan
8
6 Penerapan ICT 4
7 Promosi Perpustakaan dan Literasi Informasi 4
8 Pengembangan Kegiatan Perpustakaan sebagai Sumber Belajar Kependidikan
4
9 Kepemilikan Integritas dan etos kerja 8
10 Pengembangan profesional Kepustakaan 4
JUMLAH 65
CONTOH
STANDARD KOMPETENSI GURU PROFESIONAL
Graduate teacherGraduate teachers are beginning their teaching career in NSW. They have undertaken an approved program of teacher preparation or its equivalent elsewhere, and possess the requisite knowledge, skills, values and attitudes to plan for and manage successful learning
Professional Competence
Professionally competent teachers have demonstrated successful teaching experience. They have met the standards for professional competence. They effectively monitor, evaluate and plan for learning. They are able to tailor teaching programs to meet the needs of individuals and groups within the class.
THE STRUCTURE OF THE FRAMEWORK:
KEY STAGES
Professional AccomplishmentThey are highly accomplished and successful practitioners. They are recognised by other teachers as having in-depth subject knowledge and pedagogy. They keep abreast of and contribute to professional learning and educational discussions as well as contributing to the professional learning of others.
They engage in educational and professional discussions and debates. They recognise their role in contributing to the professional learning of others including mentoring beginning teachers.
Professional LeadershipThese teachers have a record of outstanding teaching and are committed to enhancing the quality of teaching and learning. They are committed educators who can articulate a vision of education to their students, peers, the profession and the wider community.
They may be employed in formal leadership positions within schools.
THE STRUCTURE OF THE FRAMEWORK:
KEY STAGES
Professional Knowledge
This domain encompasses knowledge and understanding of the fundamental ideas, principles and structure of the subject/disciplines taught by teachers
Professional Practice
This domain focuses on the action or process of teaching as well as the knowledge and skills gained through experience as a teacher
Professional Commitment
The commitment domain encompasses the capacity of teachers to reflect critically on their own practice accompanied by a commitment to their own development.
THE STRUCTURE OF THE FRAMEWORK:
DOMAIN
THE STRUCTURE OF THE FRAMEWORK:
7 KEY ELEMENTS
No ELEMENTS
1 Teachers know their subject/content and how to teach that content to their students
2 Teachers know their students and how students learn
3 Teachers plan, assess and report for effective learning
4 Teachers communicate effectively with their students
5 Teachers create and maintain safe and challenging learning environments through the use of classroom management skills
6 Teachers continually improve their professional knowledge and practice
7 Teachers are actively engaged members of their profession and the wider community
BEHAVIORAL INDICATOR
The competency model
TAHAPAN PEFORMANCE MANAGEMENT CYCLE:
AGREEING ON COMPETENCY
• Atasan dan bawahan berdiskusi dalam suasana yang kooperatif
• Atasan mengapresiasi pencapaian yang telah dilakukan oleh bawahan (guru) selama ini
• Atasan dan bawahan mendiskusikan dan menyepakati kompetensi apa yang harus dipenuhi bawahan
• Atasan dan bawahan menyepakati level kompetensi yang harus dicapai
• Atasan dan bawahan mendiskusikan kendala apa yang dimiliki oleh bawahan yang menghambat pencapaian target kompetensi
• Atasan dan bawahan mendiskusikan dukungan/bantuan apa yang harus diberikan kepada bawahan agar mampu mencapai target kompetensi
TAHAPAN PEFORMANCE MANAGEMENT CYCLE:
COMPETENCY REVIEW
• Atasan dan bawahan berdiskusi dalam suasan yang kooperatif
• Atasan dan bawahan mendiskusikan pencapaian target kompetensi oleh bawahan dan menyepakatinya
• Atasan dan bawahan mendiskusikan dan menyepakati development (training, mentoring, coaching) apa yang perlu diberikan pada bawahan
• Atasan dan bawahan mendiskusikan dan menyepakati teknis pelaksanaan development
TAHAPAN PEFORMANCE MANAGEMENT CYCLE:
COMPETENCY DEVELOPMENT
• Pelaksanaan training• Pelaksanaan mentoring• Pelaksanaan coaching
Training? Coaching? Mentoring?
Training
The provision of opportunities for people to gain NEW knowledge and skills”
Coaching
It is the support and guidance given to allow people to use their EXISTING knowledge and skills more effectively to improve performance
Mentoring
Mentoring is about helping people develop more effectively. It is a relationship designed to build confidence and help the learner take increasing initiative for his/her own development
TAHAPAN PEFORMANCE MANAGEMENT CYCLE:
COMPETENCY RATING
• 360 degree feedback• Seimbang antara akurasi dan objektivitas dengan kerumitan• Bawahan mempelajari hasil rating • Bawahan menerima atau banding• Tindak lanjut atas banding
TAHAPAN PEFORMANCE MANAGEMENT CYCLE:
COMPETENCY PAY
• Fair and transparant• Stimulate better performance• Aware of dys-functional behavior• Individual, team, organization??
TerimakasihTerimakasih
Alamat email : ukmp3@kemdikbud.go.id