Penilaian Kinerja Tenaga Pendidik dan Kependidikan SDM PT.pdfTenaga Pendidik dan Kependidikan Titi...
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Free Powerpoint Templates Page 1 Free Powerpoint Templates Penilaian Kinerja Tenaga Pendidik dan Kependidikan Titi Savitri Prihatiningsih Magister Manajemen Pendidikan Tinggi Sekolah Pascasarjana Universitas Gadjah Mada
Transcript of Penilaian Kinerja Tenaga Pendidik dan Kependidikan SDM PT.pdfTenaga Pendidik dan Kependidikan Titi...
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Penilaian Kinerja
Tenaga Pendidik
dan
Kependidikan
Titi Savitri Prihatiningsih
Magister Manajemen Pendidikan Tinggi
Sekolah Pascasarjana
Universitas Gadjah Mada
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Topik Presentasi
Definisi Penilaian Kinerja
Tujuan Penilaian Kinerja
Bagaimana cara melakukanPenilaian Kinerja?
Manfaat Penilaian Kinerja
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Definisi Penilaian Kinerja
Penilaian kinerja adalah suatu sistem manajemen formal yang
melakukan evaluasi terhadap mutu kinerja individu di dalam stuatu
organisasi.
Kinerja adalah ‘hasil kerja’
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Performance Planning
PerforamnceExecution
Performance Assessment
Performance Review
Performance Renewal
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Appraisal Methods
Graphic Rating Scale Techniques
Alternation Ranking Method
Paired Comparison Method
Critical incident method
Behaviorally anchored rating scales
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Who?
Immediate supervisor
Peer Appraisal
Rating Committee
Self-Rating
Subordinates
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Evaluating Academic Staff
Performance
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Key Requirements
Practicallity RelevanceComprehensive
Evaluation
SensitivityFreedom from contamination
Reliability
Acceptability
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Key Guidelines for
Process Requirements
Process is important
Willingness to change
Expect Resistance
FlexibleIndividual
differences
Several review levels and
appeal process
Evaluate the programme
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Key Guidelines
A clear linkage with academic
rewards
Complete and accurate way
In line with Government
regulation
To improve quality of faculty
performance
Participatory approach
Transparantperformance
standardsTriangulation
Reliable and valid data
Supported by top-level
Good administrative
backup
Training of evaluators
The cost vs the benefits
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Precautions
Evaluation by competent persons
Instrument should be designed openly
Individual items and the contexts
Avoid power play
Comprehensive evaluation
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Evaluating
Teaching PerformanceReconceptualize the task
Make teaching a priority
Create a context that is faculty centred
Be concrete and specific in setting performance expectations
Establish expectations for continuous review
Minimize the potential for conflict
Recognize and support improvement
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The Use of Students Rating
• Focused on what can be learned
• Useful, valid and reliable
• Support and mentoring
Formative feedback for teaching
• Greatest opportunity to observe teaching
• The intended beneficiaries
Evaluation for teaching
effectiveness
• Accreditation requirement
• Focused on teaching methods and learning outcomes
ProgrammeEvaluation
• Course and curriculum review
• Course and curriculum revision
ProgrammeImprovement
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Abuses of Student RatingsOverreliance on Student Ratings in teaching evaluation
Too much too little
Not enough information to make an accurate judgement
Questionable administrative procedures
Using the instrument in appropriately
Insufficient attention to selecting/developing an instrument
Failure to conduct research to support the validity and reliability of students rating
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Evaluating Faculty Research
Publication as a senior author
Authorship of scholarly books
Leadership of a programme with extramural funding
National and international awards for recognition
Editorial appointments for professional journals
Active involvement in professional associations
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Evaluating Faculty ResearchFavourable reviewed grant proposals
Invited talks, lectures, readings, performances
Leadership of a programme with extramural funding
Appointment of committees
Citations by other scholars
Organizer of national or international conferences
External Examiners
Supervision of PhD Students
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Guidelines for
Evaluating Researches
Recognize the purpose of evaluation
Evaluate the impact
Read reference letter
Discipline-specific ways
Context of the research
Recognize life cycle factors
Interdisciplinary
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Evaluating
Community Services
• Values to Institutions and Departments
• Systematic Documentations
• Impact to society
