A systemic way of determining the value of a job is through job performances. Job evaluations deliver quantitative measurements which are essential for a more positive work environment. Evaluations are supposed to be an impartial and balanced measurement of an employee’s performance. This is not always the case though. Fair evaluations can play a significant role in teacher development and school improvement. When evaluating, it is important that the employer makes knowledgeable decisions, identifies strengths and weaknesses, and comes up with motivating actors to improve job performance. If this happens, it can help with school improvement and school accountability. When being evaluated, receiving criticism and appraisal have a strong, positive influence on teachers and their work. This is because when an employee gets evaluated, that employee would know what they need to improve in or what they are exceling in. Many teachers believe that performance evaluations increase job satisfaction and, to some degree, their job security. Performance evaluations also give growth to a teacher’s job developments. The greater the emphasis on specific aspects of teacher appraisal and feedback, the greater the change in teachers’ practices to improve their teaching. In some cases, if a principal puts more emphasis on employee evaluations, it can lead to further changes in teachers’ reported teaching practices (good or bad).
Job performance evaluations let employees aware of their past performance and what is expected of them for future performance. Performance evaluations are vital for businesses that choose to manage by objectives, and to and assess employees on a periodic basis, e.g., monthly, quarterly, or annually, etc. For best practices in a business, performance evaluations should be done more than once a year.
Performance evaluations, when conducted properly, can improve an organization’s functioning, process, and efficiency. They can be used as a tool in the mentoring and succession planning process as well as it can be thought of as a strength in any management program. “One of the most important and sometimes difficult jobs of the school administrator is the evaluation of personnel.” (Webb ; Norton, 2013). Although for some school administrators job evaluations can be difficult to do, they must look at the positive side of it. What I mean by this is, the administration is helping the employee with job growth. Performance evaluations can also be a major part of a business’s policies and compensation practices when the employee goes for a salary increase and other bonus measures. Programs that pay for performance also have the added advantage of rewarding employees that have successfully completed or surpassed benchmarks, while not rewarding bad behavior to those who slack in successfully reaching mutually agreed upon benchmarks and goals or for those who have fallen below previous set performance standards.

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