like hearts, go where they are appreciated.”
–Robert McNamara, Fmr. American Secretary of Defense
Any good and fair system to reward people looks at the schooling system as a whole based on results and perceptions. For Orchids The International School which is always looking at ways to ensure a fair and transparent rewards program – this is very important.
It is the job of the Human Resources team to ensure not just proper implementation, but also proper design and delivery of the platform for such.
So coming to Human Resources, how do we do a mapping when it comes to 360 degree evaluation?
First, a little brief on what 360-degree evaluation is. For every person in any ecosystem, there are three primary stakeholders that come in regular contact with the person. And by identifying the same, we arrive at some broad evaluation categories.
- Peer evaluation
- Subordinate evaluation
- Superior evaluation
So for the majority of the branch population, teachers are critical for this evaluation. So how do we fit teachers into this?
First, we start with peer evaluation. While subjective feedback is always good, competitive feedback can also be perfect for this form of evaluation.
Using an internal exam system that measures the subject knowledge of the teachers against others in her specialization can provide us with a metric to check for peer-based quality.
This can be done using percentile methodology which ensures the difficulty of each team is measured and kept isolated from each other.
Next, we come to the subordinate evaluation. Similar to the earlier step, we need to fit this into the schooling system and replace it with customer evaluation. Students are our future and we help to build them – with teachers playing an integral part in the moulding of the same.
So we come to exams, and the report cards that are of great importance to students – and by extension, teachers. Measuring the performance of a class in every subject is very important both in understanding learning gaps and reward the achievement, and holds true for both pupil and teacher.
Finally, we come to the manager evaluation. In our schooling system, we have a hierarchical system that ensures understanding of teachers and their competence through the eyes of leaders, deputy or outright.
So we ensure that we collect feedback for the same. But how do we ensure its relative?
For that, we need a set of templates and parameters that fits everyone into one size while ensuring diversity of evaluation.
Whether it be classroom management, discipline or any other measure the branch-in-charge deems fit to be included in the evaluation methodology – templates are built for the same and used to give quantitative scores to qualitative actions.
These three forms of evaluation ensure that a fair check is done on quality. The final step is weightage, and in trying to understand the objective of any organization we can come to discover how to create a breakup of the same.
Hence Customer Evaluation would be primary, Manager Evaluation the secondary and finally, Peer Evaluation.
Depending on how much importance we place on each Evaluation, we can design a fully functional appraisal framework.
And ensure every teacher gets their due.
Avishek is a Recruitment Lead at K12 Techno Services Pvt. Ltd, and occasionally dabbles in blogging and cooking. His passion for HR resolves around ensuring that people capital is always a cornerstone to any program delivery. Key thought for him is that People build Culture, and the Right People build the Right Culture.