A presentation Presented to Prof. Dr.Samina Malak Dean of faculty of social sciences IIUI Pakistan

1. Accountability Model of
Teacher Appraisal
Department of Education
Faculty of social science
International Islamic university Islamabad
By
Ijaz Ahmad
To
Prof. Dr. Samina Malik

2. Outline
• Teacher appraisal
• Purpose of teacher appraisal
• Models of teacher appraisal
• Accountability model of teacher appraisal
• Procedure of accountability model appraisal
• Conclusion

3. Teacher Appraisal
• Teacher appraisal is the process of evaluating teachers,
teaching capacities
• Evaluating teaching effectiveness finding its strengths and
areas of development

4. Purpose of Teacher Appraisal
• Improve teachers’ performance (feedback, coaching, support and
opportunities for professional development),
• Improve Students learning
• Make different decisions
• Hiring
• Promotion

5. Models of Teacher Appraisal
• Accountability model
• Professional development
• Combination of the above

6. Accountability Model of Teacher Appraisal
• Accountability is the obligation or willingness to
accept responsibility for one’s actions
• To be accountable means to be answerable for one’s
actions and be liable for their consequences
actions and

7. Purpose of Accountability Model
• To set agreed performance targets and monitor the progress by measuring
actual performance against the targets
• Assessing teachers’ performance, ensuring that teachers commit to their duties
and that they develop their teaching effectiveness in order to provide quality
education
• to help identify and resolve cases of underperformance
• to provide school management with proper records, which serve as
important references in the selection for promotion and in helping
underachieving teachers

8. Characteristics of Accountability Model
• The appraisal focuses on accountability and summative function
• The appraisal report can assist in the decision-making of personnel matters
such as recommendations for promotion, allocation of duties
• The appraiser is of a higher rank than the appraisee
• The areas of appraisal, performance indicators and appraisal forms are
unified
• Rank score is frequently used in the appraisal record

9. Procedure
Development
Appraisal System
Follow-up Professional
Development
Appraisal Report
Appraisal Cycle
Selection and Training of
Appraisers
Appraisal Methods
Areas and Criteria of
Appraisal

10. Appraisal Cycle
• One year or Two years cycle
• The two-year cycle are used to reduce the workload,
• For veteran teachers, a mix cycle of one or two-year
period for formative appraisal

11. Selection and Training of Appraisers
• The appraiser of a higher rank than the appraise
e.g. principals, district officer etc.
• Must be competent and impartial
• Must be properly trained

12. Areas and Criteria of Appraisal
1. Areas
• Teaching and teaching related duties
• non-teaching duties
• professional and personal competence

13. Criteria in Appraisal
• Indicators are only tools for assisting appraisal and may be
reviewed and revised regularly by the school heads and the
teachers concerned
• Different indicators for different ranks or subjects or group
• The performance standards should be clear, appropriate
• Criteria in appraisal vary with the objectives of appraisal

14. Appraisal Methods
• Lesson Observation
• Self-appraisal
• Scrutinizing Schemes of Work,
Lesson Plans and Marking of
Exercises / Examination Papers
• Portfolios
• Students rating
• Peer rating
• Leadership rating
• Interview and discussion (both formal
and informal)
• Record of non-teaching duties
• Students’ academic achievements
and progress

15. Appraisal Report
• It includes the appraisee’s
• Qualifications, previous teaching experience and training record
• Appraises duties and areas of appraisal during the appraisal period
• Appraisal records (e.g. lesson observation record, performance
appraisal record)
• Appraisal interview record

16. Cont.
• Appraisal report helps
1. The appraisee define objectives of improvement or development
2. The school plan training activities for teacher development
3. Decision is made on this report

17. Complaints Procedures
• For appraisal systems involving accountability,
complaints procedures are normally available. Teachers may complain about
his performance appraisal within a specified period of time (for example,
four weeks) from the appraisal interview

18. Follow-up Phase
• Promote teacher professional development
• Assist the underperforming teachers
Some examples of the follow-up activities are
as follows
• To participate in in-service training or seminars
• To conduct some educational research in the
school to analyze the problems in teaching
• To learn through observation and receive
guidance
• To reshuffle posts
• To participate in functional groups in the
school
• To chair some meetings in the school
• To visit and learn from neighbouring schools
or educational organisations
• To receive supervisory inspections

19. Accountability model in Pakistan
• IMU (KPK) & PIMU (Punjab)
• Assessment result of 8th class for high and 5th class for primary
school
• Observation of school teacher (concern officer)
• Annual School Inspection

20. Conclusion
• The purpose of teacher appraisal is to improve their performance
in order to improve students’ achievement, so the focus of
appraisal system should be to enhance teachers’ professional
capabilities, which can ultimately improve students’ performance/
achievement. Although accountability model of appraisal can be
used for all types of decision in schools or organization but can be
used best when the focus is on the provision of quality of
learning, which required active and responsible learner, conducive
environment (context), appropriate content and obviously a
motivated and well skilled teacher.

21. Cont.
• Moreover, all these actors can perform their best if we have a
culture of accountability. Because it can provide motivation,
proof and target for action but all these depends on the teacher if
he can handle and respond to students needs then they will be
doing well but without a culture of accountability, it will not be
possible to perform according to our expectations

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