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Management System
Teacher Evaluation in Singapore
Lee Ong Kim
NATIONAL INSTITUTE OF EDUCATION
NANYANG TECHNOLOGICAL UNIVERSITY
SINGAPORE
PERFORMANCE MANAGEMENT
SYSTEM
PERFORMANCE MANAGEMENT
SYSTEM
High Quality
Teacher
Preparation
Professional
Development
and Support
PMS
High Quality
Leadership
Training
PERFORMANCE MANAGEMENT
SYSTEM
PERFORMANCE MANAGEMENT
SYSTEM
PERFORMANCE MANAGEMENT
SYSTEM
COMPONENTS OF PMS
ROLES AND
FUNCTIONS
This documents
what roles each
officer is
expected to play
so that they are
clearly spelt out
to be in the
knowledge of
both the officer
and his or her
reporting officer
It is a reference
material for the
officer to make
constant
reference to in
order to set
realistic target
on what to
achieve for the
year
PROFESSIONAL
DEVELOPMENT
COMPETENCIES
WORK REVIEW
Knowledge,
ability and skills
required for the
excellent
performance of
roles and
functions
Appraisal and
ratings of
performance
Taking
responsibility for
self-development
Identification of
areas of:
1.Excellence
2.Required
improvement
Professional
development for
capacity building
PERFORMANCE MANAGEMENT
SYSTEM
TEACHING TRACK
PERFORMANCE MANAGEMENT
SYSTEM
TEACHING TRACK
PERFORMANCE MANAGEMENT
SYSTEM
LEADERSHIP TRACK
AREAS OF ROLES AND FUNCTIONS KEY RESULTS
AREAS
PERFORMANCE MANAGEMENT
SYSTEM
LEADERSHIP TRACK
COMPETENCIES KNOWLEDGE AND SKILLS
PERFORMANCE MANAGEMENT
SYSTEM
PERFORMANCE MANAGEMENT
SYSTEM
COMPETENCIES FOR SPECIALISTS
There are nine areas of competencies for Specialists.
For each area, there are different levels of competencies
targeted at the different levels of Specialists.
1.
2.
3.
4.
Professional Mastery:
leadership
PERFORMANCE MANAGEMENT
SYSTEM
COMPETENCIES FOR SPECIALISTS
There are nine areas of competencies for Specialists.
For each area, there are different levels of competencies
targeted at the different levels of Specialists.
5.
6.
7.
Flexibility:
Analytical Thinking:
Conceptual Thinking:
see
PERFORMANCE MANAGEMENT
SYSTEM
WORK REVIEW
INVOLVES:
SETTING OF WORK TARGETS AGREED TO BY STAFF
AND
REPORTING OFFICER
MID-TERM REVIEW AND POSSIBE ADJUSTMENTS TO
TARGETS
PERFORMANCE MANAGEMENT
SYSTEM
WORK REVIEW
There are two sets of forms for teachers:
Work Review Form
2.Development Form
1.
PERFORMANCE MANAGEMENT
SYSTEM
WORK REVIEW
PERFORMANCE MANAGEMENT
SYSTEM
PERFORMANCE MANAGEMENT
SYSTEM
DEVELOPMENT FORM
SECTION 1: PERFORMANCE ASSESSMENT
A.
The officer far exceeds requirements of his/her current grade in all areas of his/her
work,
and makes positive contributions in areas beyond his/her immediate responsibility.
The officer exceeds requirements of his/her current grade in some areas of his/her
work.
(Additional contributions are more than shortcomings)
D. The officer is just able to meet requirements of his/her current grade in his/her
work.
(Additional contributions are balanced by shortcomings)
E. The officer is unable to meet requirements of his/her current grade in his/her
work.
(Shortcomings are more than additional contributions)
PERFORMANCE MANAGEMENT
SYSTEM
DEVELOPMENT FORM
SECTION 2: Career Management
(a)
(b)
(c)
(d)
(e)
(f)
PERFORMANCE MANAGEMENT
SYSTEM
Assignment of Current Estimated Potential
CEP
Grade
P3
C, B
DGE
P4
E, E1, D
Dir
Snr Sp5
P5
G, F, E
P/DD/Supt
Snr Sp4
P6A
SEO1A2, H, G
Snr Sp3
P6B
SEO1A2
Master Tr 2
VP
P6B
SEO1A1
Master Tr 1
VP
P7
Teaching
SEO1
Snr Tr
P8
GEO1A3/2A3
Tr
P8
GEO1A2/2A2
Tr
P9
GEO1A1/2A1
Tr
P9
GEO1/2
Tr
P7
Leadership
HOD
Snr Hd/ L Hd
Specialist
Snr Sp2
Snr Sp1
PERFORMANCE MANAGEMENT
SYSTEM
SEO1 and above, A grade are given only if the CEP is at least 2
levels above present substantive grade while B grade is given
only if the CEP is at least 1 level above
PERFORMANCE MANAGEMENT
SYSTEM
Top 25% of C graders for SEO1A2 and below can be promoted subject
to the promoted grade being either the same as the job grade or lower
PERFORMANCE MANAGEMENT
SYSTEM
PERFOMANCE RANKING FOR FINAL GRADES
All Officers on all three tracks of the Teaching Workforce are ranked.
Third level is at the Cluster level, done by Principals and the Cluster
Superintendents.
PERFORMANCE MANAGEMENT
SYSTEM
PROMOTION CRITERIA
Thank you