Newsletter 54 CPTD
“The test of a good teacher is not how many questions he can ask his pupils that they will answer readily, but how many questions he inspires them to ask him which he finds it hard to answer” Alice Wellington Rollins.
Assessment, Appraisal – Training, Development
Cooper defines training as “gaining skills that improve performance at work. Organisations invest in training because they want to improve both individual and organizational performance.” Cooper raise a very important aspect when he argue that “a better measure is whether any training provided helps someone perform their job. If it does, then the training worked! Unfortunately, though, lots of training is not beneficial, and organisations waste money.”
What does this say for development for enrichment with no direct link to the job description or need? Can organisations afford to develop staff for enrichment? How many training provided by the organization has no direct bearing on the need of the school or the need of the individual? What is the relationship for teachers between needs-drive-training and training-for-enrichment?
“Assessment and appraisal with organisations allows you to understand performance in the workplace, both in terms of performance levels and those things that may be affecting performance.” Sad to say that in schools teacher appraisal has been neglected and seldom allow the school as an organization to arrive at the intelligence that feed back into both the teacher and the school for improvement. The public sector is rules-based and makes teachers’ appraisal tedious and cumbersome. To best “understand the schools teacher performance” schools must give them time to do appraisal, commit themselves to the process and trust the outcome based on the level of input into the process.
Ten tips for Good Employee Relation according to Cooper et al
Ten tips for Managing Your Manager according to Cooper et al