Difference between the Administrative structure of public, government and private schools |

Q.5 What is the difference between the administrative structure of public/government and private schools? Explain the functions of an educational administrative office.

Course: School Administration and Supervision 
Course Code 8616
Bed Solved Assignment 

Answer:

Which is better: Private school or public school? It’s a question many parents ask as they consider where their children should go to school. There are generally six factors for a family to consider when determining which is right for them.

FACILITIES

Many public school facilities are impressive; others are mediocre. The same is true of private schools. Private school facilities reflect the success of the school’s development team and that of the school to continue to generate financial support from parents and alumni. Some private K-12 schools have facilities and amenities that surpass those found at many colleges and universities. Hotchkiss and Andover, for example, have libraries and athletic facilities on par with those at Brown and Cornell. They also offer academic and sports programs which make full use of all those resources. It is hard to find comparable facilities in the public sector. They are few and far between.

Public schools also reflect the economic realities of their location. Wealthy suburban schools will have more amenities than inner-city schools as a rule. Think Greenwich, Connecticut versus Detroit, Michigan, for example. The most important factor to consider is, what does your child need to succeed? If your son is an aspiring football player, then a school with great athletic facilities and coaching staff will be a top priority.

CLASS SIZE

According to the NCES report, Private Schools: A Brief Portrait, private schools win out on this issue. Why? Most private schools have smaller class sizes. One of the key points of private education is individual attention. You need student/teacher ratios of 15:1 or better to achieve that goal of individual attention. Many private schools boast class sizes of 10-15 students with 7:1 student-teacher ratios. On the other hand, a public system is a challenge that private schools don’t: they have to enroll almost anyone who lives within its boundaries. In public schools you will generally find much larger class sizes, sometimes exceeding 35-40 students in some inner-city schools. If the teacher is a strong teacher with a well-behaved class, this can be a suitable learning environment. However a student who is easily distracted may need something different.

 

QUALITY OF TEACHERS

Teacher salaries can make a difference in the quality of teachers, as can the hiring methods. Public sector teachers are generally better paid and have superior pension programs. Naturally, compensation varies widely depending on the local economic situation. Put another way, it’s cheaper living in Duluth, Minnesota than it is in San Francisco. Unfortunately, low starting salaries and small annual salary increases result in low teacher retention in many public school districts. Public sector benefits have historically been excellent; however, health and pension costs have risen so dramatically since 2000 that public educators will be forced to pay or pay more for their benefits.

Private school compensation tends to be somewhat lower than public.

Again, much depends on the school and its financial resources. One private school benefit found especially in boarding schools is housing and meals, which accounts for the lower salary. Private school pension schemes vary widely. Many schools use major pension providers such as TIAA-CREF

Both public and private schools require their teachers to be credentialed. This usually means a degree and /or a teaching certificate. Private schools tend to hire teachers with advanced degrees in their subject over teachers who have an education degree. Put another way, a private school hiring a Spanish teacher will want that teacher to have a degree in Spanish language and literature as opposed to an education degree with a minor in Spanish.

Budgets

Since local property taxes support the bulk of public education, the annual school budget exercise is a serious fiscal and political business. In poor communities or communities that have many voters living on fixed incomes, there is precious little room to respond to budget requests within the framework of projected tax revenue. Grants from foundations and the business community are essential to creative funding.

Private schools, on the other hand, can raise tuition, and they also can raise significant amounts of money from a variety of development activities, including annual appeals, cultivation of alumni and alumnae, and solicitation of grants from foundations and corporations. The strong allegiance to private schools by their alumni makes the chances of fund-raising success a real possibility in most cases.

ADMINISTRATIVE SUPPORT

The bigger the bureaucracy, the harder it is to get decisions made at all, much less get them made quickly. The public education system is notorious for having antiquated work rules and bloated bureaucracies. This is a result of union contracts and a host of political considerations.

Private schools on the other hand generally have a lean management structure. Every dollar spent has to come from operating income and endowment income. Those resources are finite. The other difference is that private schools rarely have teacher unions to deal with.

COST

A major factor in determining what’s right for your family is the cost. Not just in tuition, but in terms of time and commitment. Most private schools require students to be driven to and from school and there are significant obligations for students to participate in activities outside of normal school hours. This means a lot of hours and miles for families every week to make it happen. A family needs to weigh the financial costs, time investment, and other factors so, who comes out on top? Public schools or private schools? As you can see, there are no clear-cut answers or conclusions. Public schools have their advantages and disadvantages. Private schools offer an alternative. Which works best for you? That’s a question you’ll have to answer for your own family.

 

Functions of an educational administrative office:

Education administrators often work within the central administrative (academic registrars) department and for individual faculties, departments, and sections of universities and colleges of further and higher education. Opportunities also arise within private, tertiary, and specialist training colleges. There is no ? typical’ job profile: administrators may have student recruitment, funding, quality assurance, marketing, or public relations roles, or they may be responsible for budgetary/financial administration, project management, or human resources management. Many work in a general capacity? Undertaking tasks from all of these areas.

Typical responsibilities of the job include:

• Handling correspondence
• Organizing and servicing committee and academic board meetings (producing agendas, taking minutes, etc)
• Researching and writing reports
• Preparing statistics and handling data, such as attendance figures
• Processing invoices
• Purchasing equipment/other goods
• Liaising with potential students, other institutions, government departments, and external organizations
• Helping with course approval and evaluation activities
• Formulating and implementing regulations/policies
• Timetabling and planning events

Administering and coordinating student recruitment, examinations, and assessment activities

The job can be busy at key times in the academic year, when some long hours may be necessary. There are good opportunities for career progression via promotion into senior administrative, managerial, and project management roles, or transfer/secondment between departments.

Related Topics

Supervising Teaching and Learning

Supervising School Environment

Developing Accounting and Auditing Systems

 Synergistic Supervision improves the performance of Students and Teachers

Theory and Function of Supervision, Monitoring and Evaluation

Different Approaches to Supervision 

Financial Audits and Academic Audits

School Heads’and Academic Head’s Responsibilities

Concept and Levels of Administration 

Central bodies of Educational Administrate

Difference between the Administrative structure of public, government and private schools

Areas of Educational Administration 

School Heads and Responsibilities as a School Admin

Define Administration and School Administration and different levels of Administration

Explain the central bodies of educational administration that play important role in administration | School Administration and Supervision (8616) | AIOU BEd Solved Assignment Course Code 8616

Q.4 Explain the central bodies of educational administration that play an important role in administration.

Course: School Administration and Supervision

Course code 8616

Level: B.Ed Solved Assignment 

Answer:

An education system with government as the major investor and social partners as co-investors. In Current stage, local government is playing a key role in compulsory education, while central and provincial governments are dominant in higher education. In occupational and adult education, social partners including industrial organizations, businesses and public institutions are playing a more and more important role. Ministry of Education of PRC is the supreme education administration body in China, which is responsible for carrying out related laws, regulations, guidelines, and policies of the central government; planning the development of the education sector; integrating and coordinating educational initiatives and programs nationwide; maneuvering and guiding education reform countrywide.

Since 1978, Chinese government has promulgated such codes as Degree Statute of the People’s Republic of China, Law of Compulsory Education of the People’s Republic of China, Law of Teachers of the People’s Republic of China, Law of Protection over Juveniles of the People’s Republic of China, Education Law of the People’s Republic of China, Statute for Teacher’s Eligibility and Law of Higher education of the People’s Republic of China, and released more than ten sets of education administration regulations. The Ministry of Education, within its jurisdiction, has issued more than 200 sets of administrative rules and regulations, significantly facilitating the development of education of different natures.

With regard to education budget, financial allocation is still the major source, while multiple fund channels have been opened up. At present, fund needed by schools directly controlled by the central government comes from the central financial pool; schools controlled by local governments are supported by local finance; schools sponsored by township and village ship governments and by public institutions are mainly financed by the sponsor institutions and subsidized by local governments; funds needed by schools operated by social partners and celebrities are raised by the sponsors themselves (including collecting tuition from students and soliciting contributions). In addition to these sources, the central government is advocating work-study programs, aiming at improving education conditions through premium services.

Education administrators are employed in universities and colleges, schools, preschools, and daycare centres. They manage routine activities and provide instructional leadership at these institutions. They may also be employed at businesses, museums, correctional facilities, and community service organizations to direct their educational programs.

What does an Education Administrator do?

School administrators work in every level of education. They may direct programming, hire and supervise staff, manage budgets, and make decisions that affect the academic community. They are also in charge of developing a direction and mission for the facility at which they work.

The actual specific job functions for an education administrator will vary depending on the institution of employment. For schools, this job is usually the role of a principal or assistant principal. For private schools and businesses, the job may be as a director of programs or headmaster. Libraries and museums often employ administrators as instruction coordinators. For colleges and universities, education administrators are employed at all levels of the management structure? as admissions officers, department heads, and as deans and provosts.

Making policies and procedures and setting educational aims and standards is the responsibility of an education administrator. They act as a supervisor for managers and support other faculty, such as librarians, coaches, teachers, and aids. In small organizations, such as a daycare, there may be only one administrator in charge of all these duties. At larger institutions, such as universities or large school systems, several administrators share the workload, each having a specific responsibility. The education administrator’s responsibilities include: 

• Handling relations with parents, students, employers, and the community
• Managing budgets and ensuring financial systems are followed 
• Overseeing record-keeping 
• Managing student services such as guidance programs 
• Training, supervising, and motivating faculty including teachers and auxiliary staff 
• Working on committees including academic boards, governing bodies, and task groups 
• Assisting with recruitment, public or alumni relations, and marketing activities 
• Providing administrative support to an academic team of lecturers, tutors, or teachers 
• Drafting and interpreting regulations and dealing with queries and complaints procedures 
• Maintaining high levels of quality assurance, including course evaluation and course approval procedures
• Contributing to policy and planning 
• Purchasing goods and equipment, as required, and processing invoices
• Liaising with partner institutions, other institutions, external agencies, government departments, and prospective students 
• Organizing and facilitating a variety of educational or social activities

Related Topics

Supervising Teaching and Learning

Supervising School Environment

Developing Accounting and Auditing Systems

 Synergistic Supervision improves the performance of Students and Teachers

Theory and Function of Supervision, Monitoring and Evaluation

Different Approaches to Supervision 

Financial Audits and Academic Audits

School Heads’and Academic Head’s Responsibilities

Concept and Levels of Administration 

Central bodies of Educational Administrate

Difference between the Administrative structure of public, government and private schools

Areas of Educational Administration 

School Heads and Responsibilities as a School Admin

Define Administration and School Administration and different levels of Administration

Identify the Areas of Educational Administration | School Administration and Supervision

Q.3 It is important to identify the task areas of the educational administrator. What are the main task areas of educational administration?

Course: School Administration and Supervision

Course code 8616

Level: B.Ed Solved Assignment 

Answer:

Educational Management is a multi-faced activity. It is a social process that is designed to ensure cooperation participation, intervention, and involvement of others in the effective achievement of given or determined objectives.

Management, being a social process, lays its major emphasis on the interaction of people-people, mar inside and outside the institutions and people above and below one operational position. The aims and objectives of educational management have to be understood from the above dimension,

Several attempts have been made by Early Childhood Education Training to define the aims and objectives of educational management in different terms. Broadly the objectives:

• To define the functions of the school.
• To plan for the future and arrange the plan of operation.
• To organize/build up the material and human resources required for proper running of the school
• To command the staff both teaching and non-teaching to do their work efficiently
• To co-ordinate the functions of various human elements and correlate all the activities.
• To control and to ensure everything is done according to the rules which have been down and the instructions which have been given.
• To create an environment and facilities for educational research etc

Functions of Educational Management/Administration

Seven clearly defined functions of educational management throw more light on viz. planning, organization, direction, control, coordination, evaluation, and reporting. There are seven clearly defined functions of educational management which throw more believe it viz. planning, organization, direction, control, coordination, evaluation, and reporting.

Planning

Planning is a crucial step in educational management. An unplanned management/administration will not go very far. Only a planned approach can achieve the desired. Planning should precede every performance.

Organization

It is a fundamental task in every administration. Organization is the machine for getting things done. It is mainly concerned with provision, arrangement, and manpower, which enable the administration to carry out its functions. In fact, administration works through the available organization.

Direction

It is the process of guiding the human efforts and achieving aims/objectives. Direction represents leadership; which has a key role to play in administration. This is the authority, that direct thing done direction shows the way. It channelizes the entire organization towards the common goal.

In administration, there is always the involvement of several persons,. Different functionaries of the machinery are made to pursue the common goal by proper control failing which they pull in different directions.

Co-ordination

It is the process of harmonizing uniformly all the elements persons, materials, and services to interweave them to achieve a common objective. For this purpose, the management should clearly define (1) the division of labor (2) the allocation of tasks, and control & supervision over the Die human or material elements and establish good rapport/relationship between them.

Evaluation

It is the process of formulating judgment i.e. stocktaking of an administration. Since administration is a dynamic process, it has to be reviewed from time to time examining the extent to which objectives have been achieved, and reasons for failures Proper evaluation enables the management to understand its own strengths and weaknesses and plan for the introduction of better techniques or discovery of new knowledge or processes.

Related Topics

Supervising Teaching and Learning

Supervising School Environment

Developing Accounting and Auditing Systems

 Synergistic Supervision improves the performance of Students and Teachers

Theory and Function of Supervision, Monitoring and Evaluation

Different Approaches to Supervision 

Financial Audits and Academic Audits

School Heads’and Academic Head’s Responsibilities

Concept and Levels of Administration 

Central bodies of Educational Administrate

Difference between the Administrative structure of public, government and private schools

Areas of Educational Administration 

School Heads and Responsibilities as a School Admin

Define Administration and School Administration and different levels of Administration

What are the School heads| Responsibilities as a School Admin |

Q.2 What are the school heads? responsibilities as an administrator? Visit any Secondary School and with the consultation of the head teacher prepare a list of school records maintained in a school?

Course: School Administration and Supervision

Course code 8616

Level: B.Ed Solved Assignment 

Answer:

Today, education has never been more important. The time is now to place leaders in school districts that are passionate about children and the education they receive. School administrators embrace the extremely important role of ensuring the system is operating effectively and efficiently. Those placed in administration roles, such as a principal, dean, or headmaster; demonstrate a high level of excellence in every realm within education.

The common roles of administrators are to ensure all schools, teachers, and counselors, are collaborating towards a common goal while improving standards and opportunities. Together, with proper leadership, school systems can meet goals set forth by school boards and foster students who are highly educated and prepared for their futures.

The administration has exciting leadership opportunities, which often play large roles in forming curriculums, goals, budgets, timelines, state regulations, mandated testing, as well as performance measures to ensure all educators can meet personal and professional goals. Together, administrators and faculty will carve a path to success for all.

Successful administrators form distinguished teams to support the goals and aspirations of students. With the assistance of vice principals, goals can be further achieved with greater outcomes and acceptance.

Administrators often learn techniques to relate to children of all ages, and of all backgrounds. Having the capability to relate to children is not only essential to administrators but also vital to the overall success of school districts and standardized testing. School districts must regulate per guidelines set forth at local, state, and federal levels. Administrators must remain active in continuing education programs, often returning to leadership programs such as a doctoral degree. A master's degree is generally earned before entering an administrator's role but this depends greatly on the school district and demand for administrators.

Administrators are leaders who take pride in their strategic planning, tremendous support in every sector, and respect for the education system, including faculty, students, parents, and school board members. Often admin professionals are managing multiple situations at once and unlike teachers, work year-round. The duties of an administrator are commonly budgets and proper allocation of funds to produce outstanding scholars to reach their highest potential.

Educational Administration:

As we know the very fact that educational administration needs integration and coordination of all the physical and human resources and educational elements. Besides this, it requires great efficiency based on human sympathy, understanding, knowledge, and skill. The physical resources mainly contribute to building equipment and instructional materials.

The human resources include pupils, teachers, supervisors, administrators, and parents. The additional elements comprise the various aspects of educational theory and practice including philosophy of education, objectives of education, curriculum, method of teaching, discipline, role of the teacher, rules and regulations, etc.

These elements are parts, made into a whole? and are components brought into a harmonious relationship. So the purpose of doing such a vital task is to fulfill different purposes which are known as the objectives of educational administration.

These are:

1. To provide proper education to students:

This objective seeks to mention the fact that good education doesn’t mean education at a very high cost as is practiced in modern public schools. Rather it means the right type of education from the right type of teachers within a reasonable cost. This objective also implies quantitative expansion and qualitative improvement of education.

2. To Ensure Adequate Utilization Of All Resources:

For adequate realization of the various purposes of educational programming, there is the need to ensure adequate utilization of all available resources, material and financial.

3. To Ensure Professional Ethics And Professional Development Among Teachers:

As teachers are the senior and mature human elements to accelerate the programmer in time their role is highly felt in this regard. They are to be encouraged and given the facility to devise and try out innovative ideas on instruction and to participate in service education programmers. In this context, it can be visualized that educational administration should aim at developing a desire for hard work, dedication, and commitment to their job among teachers.

4. To Organize Educational Programs

To organize educational programs for acquainting students with the art of democratic living and giving them excellent training in democratic citizenship.

5. To mobilize the community:

Like general administration, educational administration seeks to maintain and improve the relations with the community. For this, it should seek community support and cooperation for quantitative expansion, qualitative improvements, and smooth and fair examination in the educational system.

6. To Organize Co-curricular Activities

Organize co-curricular activities effectively to develop the talents of students and the work efficiency of educational teachers.

7. To get the work done:

The most important objective of administration is to get the work done effectively, efficiently, and with satisfaction to the individuals and benefits to the society.

8. To Prepare Students for Taking Their Places

To prepare students for taking their places in various vocations and avenues of life

9. To Train Students in Developing Scientific Attitude

To train the students in developing a scientific attitude and objective outlook among them towards all aspects and activities of life.

10. To ensure qualitative improvement of education:

A good education can be provided to students by bringing qualitative improvement in instruction. Regular supervision of teaching and guidance of teachers help to ensure quality teaching in schools.

Related Topics

Supervising Teaching and Learning

Supervising School Environment

Developing Accounting and Auditing Systems

 Synergistic Supervision improves the performance of Students and Teachers

Theory and Function of Supervision, Monitoring and Evaluation

Different Approaches to Supervision 

Financial Audits and Academic Audits

School Heads’and Academic Head’s Responsibilities

Concept and Levels of Administration 

Central bodies of Educational Administrate

Difference between the Administrative structure of public, government and private schools

Areas of Educational Administration 

School Heads and Responsibilities as a School Admin

Define Administration and School Administration and different levels of Administration

Define administration and school administration. Elaborate different levels of administration with reference to an educational institution

Q.1   Define administration and school administration. Elaborate on different levels of administration concerning an educational institution?

Course: School Administration and Supervision

Course code 8616

Level: B.Ed Solved Assignment 

Answer:

Educational administration is the study and practice of managing the resources, tasks, and communications involved in running a school. The goal of the administrator is to keep the school’s overall process flowing smoothly, making decisions that facilitate successful education. The administrator identifies and articulates a school’s mission and goals and makes them happen by implementing programs, delegating tasks, and allocating resources.

Meaning of Educational Administration

Educational Administration is a discipline within the study of education that examines the administrative theory and practice of education in general and educational institutions and educators in particular. The field ideally distinguishes itself from administration and management through its adherence to guiding principles of educational philosophy.

The concept of educational administration may not be totally different from what we are familiar with in the concept of administration. Education at different levels has its objectives; the most important of the objectives that cut across all the levels of education is teaching and learning. It is the function of the school to produce educated and enlightened human beings who would be able to contribute positively to the development of society. This formed the opinion of Olaniyi (2000) who describes school as a social institution that does not exist in a vacuum. He said further that a school is a micro-community, existing within a macro community to mold the habits, interests, attitudes, and feelings of children and transmit them from one generation to another. The school also comprises certain personnel i.e. teaching and non-teaching staff as well as the students. These human resources in the school work with some materials, such as instructional materials, equipment, and financial resources to achieve the objectives of the school.

Administration is very germane to the realization of the school’s objectives? Indeed, the success of the school system depends largely on the administration of the school it handled.

The teachers, students, non-teaching staff, and resources must be efficiently arranged, monitored, and controlled so that they work harmoniously according to (the educational plan). Even the National Policy on Education emphasizes the success of the entire educational system through proper planning, efficient administration, and adequate funding. School administration is the process by which principles, methods, and practices of administration are applied in educational institutions to establish, maintain, and develop such institutions in line with the goals of the institutions.

Akinwumi & Jayeoba (2004) define school administration as the scientific organization of human and material resources and programs available for education and using them systematically and meticulously to achieve educational goals.

Basically, educational administration implies the arrangement of the human and material resources and programs available for education and carefully using them systematically for the achievement of educational objectives.

Thus educational administrator, whether in the Ministry of Education, the school board, or in a school is essentially the organizer, the implementer of plans, policies, and programs meant to achieve specific educational objectives. The educational administrator may contribute in one way or the other, in planning, policy? Making and program designing, yet his major role rests with the effective and efficient lamentation of such plans, policies, and programs for the benefit of education. Viewed from this angle, educational administration is concerned with organization and implementation? it may be categorized under broad areas of:

·         Planning and Policy

·         Implementation

Although such a categorization is essentially arbitrary and broad and these aspects of management are closely tied, inseparable, and inductive, it is possible to separate the functions of administration from those of planning and policy? making in education. For example, the administrator is concerned with formulating general plans and policies for education.

Different levels of administration concerning an educational institution

Within Time Click several different levels of administration allow you to spread the work of administering Time Click across different departments. Note that all three levels of administration are accessible with a unique administrative password. Having multiple admin users makes it easier to split the work among others and ensures the proper tasks are assigned to the appropriate administrator. Each of the three administration modes can be opened on any of the Time Click computers by clicking the administration button, choosing the administration mode you would like to enter, and then typing the password.

The first option is the main administration mode. This administrator will have access to everything in the time tracking system. This is where you will add and edit employees? Records, modify times, view reports, set preferences, and manage your accruals.

Next, you have the Level 2? Restricted Administration  mode. This will allow anyone with the appropriate password to view reports and/or modify times if the main administrator yellows them to do so. By default, the Level 2 administration is only able to view reports in Time Click. You can, however, allow them to modify times by going into the main administration mode, selecting preferences then password and misc controls, and then check the box that reads allow level 2 and department supervisors to modify times.

Last, there is a Department Supervisor administration level. Again, like a level 2 administration, you can allow department heads the ability to just run reports or to modify times as well. To allow a department supervisor these administrative capabilities, you will first need to create the department, and then set them up as a department supervisor in the administration mode under Departments. After you’ve assigned an employee to be a department supervisor they will be able to access reports and modify times for employees listed within their department. The department supervisor(s) will be able to use their employee password to log in to this restricted area.

Related Topics

Supervising Teaching and Learning

Supervising School Environment

Developing Accounting and Auditing Systems

 Synergistic Supervision improves the performance of Students and Teachers

Theory and Function of Supervision, Monitoring and Evaluation

Different Approaches to Supervision 

Financial Audits and Academic Audits

School Heads’and Academic Head’s Responsibilities

Concept and Levels of Administration 

Central bodies of Educational Administrate

Difference between the Administrative structure of public, government and private schools

Areas of Educational Administration 

School Heads and Responsibilities as a School Admin

Define Administration and School Administration and different levels of Administration

Describe the Concept of Key Performance Indicators |

Q. 5 Describe the concept of Key Performance indicators (KPIs). Enlist some KPIs for teachers working in Primary Schools

Course: Management Strategies in Educational Institutions (8615) 

Level: B.Ed (1.5 Year)

Semester: Spring, 2019

Assignment No.1

Answer:

Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways which are as follows: 

1. The supervisors measure the pay of employees and compare it with targets and plans.

2. The supervisor analyses the factors behind work performances of employees.

3. The employers are in position to guide the employees for a better performance.

Objectives of Performance Appraisal

Performance Appraisal can be done with following objectives in mind:

1. To maintain records in order to determine compensation packages, wage structure, salaries raises, etc.

2. To identify the strengths and weaknesses of employees to place right men on right job.

3. To maintain and assess the potential present in a person for further growth and development.

4. To provide a feedback to employees regarding their performance and related status.

5. To provide a feedback to employees regarding their performance and related status.

6. It serves as a basis for influencing working habits of the employees.

7. To review and retain the promotional and other training programmes.

Advantages of Performance Appraisal

It is said that performance appraisal is an investment for the company which can be justified by following advantages:

1.  Promotion:  Performance Appraisal helps the supervisors to chalk out the promotion programmes for efficient employees. In this regards, inefficient workers can be dismissed or demoted in case.

2.  Compensation:  Performance Appraisal helps in chalking out compensation packages for employees. Merit rating is possible through performance appraisal. Performance Appraisal tries to give worth to a performance. Compensation packages which include bonus, high salary rates, extra benefits, allowances and pre-requisites are dependent on performance appraisal. The criteria should be merit rather than seniority.

3.  Employees Development:  The systematic procedure of performance appraisal helps the supervisors to frame training policies and programmes. It helps to analyses strengths and weaknesses of employees so that new jobs can be designed for efficient employees. It also helps in framing future development programmes.

4.  Selection Validation:  Performance Appraisal helps the supervisors to understand the validity and importance of the selection procedure. The supervisors come to  know the validity and thereby the strengths and weaknesses of selection procedure. Future changes in selection methods can be made in this regard.

5.  Communication:  For an organization, effective communication between employees and employers is very important. Through performance appraisal, communication can be sought for in the following ways:

a. Through performance appraisal, the employers can understand and accept skills of subordinates.

b.The subordinates can also understand and create a trust and confidence in superiors.

c. It also helps in maintaining cordial and congenial labor management relationship.

d. It develops the spirit of work and boosts the morale of employees.

All the above factors ensure effective communication.

6.  Motivation: Performance appraisal serves as a motivation  tool. Through evaluating performance of employees, a person’s efficiency can be determined if the targets are achieved. This very well motivates a person for better job and helps him to improve his performance in the future.

Past Oriented Methods

1.  Rating Scales: Rating scales consists of several numerical scales representing job related performance criterions such as dependability, initiative, output, attendance, attitude etc. Each scales ranges from excellent to poor. The total numerical scores are computed and final conclusions are derived. Advantages – Adaptability, easy to use, low cost, every type of job can be evaluated, large number of employees covered, no formal training required. Disadvantages – Rater’s biases

2.  Checklist:  Under this method, checklist of statements of traits of employee in the form of Yes or No based questions is prepared. Here the rater only does there porting or checking and HR department does the actual evaluation. Advantages – economy, ease of administration, limited training required, standardization.

 Disadvantages – Raters biases, use of improper weighs by HR, does not allow rater to give relative ratings

3.  Forced Choice Method:  The series of statements arranged in the blocks of   two or more are given and the rater indicates which statement is true or false. The rater is forced to make a choice. HR department does actual assessment. Advantages – Absence of personal biases because of forced choice. Disadvantages – Statements may be wrongly framed.

4.  Forced Distribution Method:  here employees are clustered around a high point on a rating scale. Rater is compelled to distribute the employees on all points on the scale. It is assumed that the performance is conformed to normal distribution. Advantages – Eliminates Disadvantages – Assumption of normal distribution, unrealistic, errors of central tendency.

5.  Critical Incidents Method:  The approach is focused on certain critical behaviors of employee that makes all the difference in the performance. Supervisors as and when they occur record such incidents.

 Advantages – Evaluations are based on actual job behaviors, ratings are supported by descriptions, feedback is easy, reduces regency biases, chances of subordinate improvement   are high. Disadvantages – Negative incidents can be prioritized, forgetting incidents, overly close supervision; feedback may be too much and may appear to be punishment.

6.  Behaviorally Anchored Rating Scales: statements of effective and ineffective behaviors determine the points. They are said to be behaviorally anchored.  The rater is supposed to say, which behavior describes the employee performance. Advantages – helps overcome rating errors. Disadvantages – Suffers from distortions inherent in most rating techniques.

7.  Field Review Method:  This is an appraisal done by someone outside employees’ own department usually from corporate or HR department. Advantages – Useful for managerial level promotions, when comparable information is needed, Disadvantages – Outsider is  generally  not familiar with employees work environment, Observation of actual behaviors not possible.

8.  Performance Tests & Observations:  This is based on the test of knowledge or skills. The tests may be written or an actual presentation of skills. Tests must be reliable and validated to be useful. Advantage – Tests may be apt to measure potential more than actual performance. Disadvantages – Tests may suffer if costs of test development or administration are high.

9.  Confidential Records:  Mostly used by government departments, however its  application  in industry is not ruled out. Here the report is given in the form of Annual Confidentiality Report (ACR) and may record ratings with respect to following items; attendance, self  expression, team work, leadership, initiative,  technical ability, reasoning ability, originality and resourcefulness  etc. The system is highly secretive and confidential. Feedback to the assesses is given only in case of an adverse entry. Disadvantage is that it is highly subjective and ratings can be manipulated because the evaluations are linked to HR actions like promotions etc.

10.  Essay Method:  In this method the rater writes down the employee description in detail within a number of broad categories like, overall impression of performance, promote ability of employee, existing capabilities and qualifications of performing jobs, strengths and weaknesses and training needs of the employee.

 Advantage – It is extremely useful in filing information gaps about the employees that often occur in a better-structured checklist.

Disadvantages – It its highly dependent upon the writing skills of rater and most of them are not good writers. They may get confused success depends on the memory power of raters.

11.  Cost Accounting Method:  Here performance is evaluated from the monetary returns yields to his or her organization. Cost to keep employee, and benefit the organization derives is ascertained. Hence it is  more  dependent upon cost and benefit analysis.

12.  Comparative Evaluation Method (Ranking & Paired Comparisons): These are collection of different methods that compare performance with that of other c-workers. The usual techniques used may be ranking methods and paired comparison method.

•  Ranking Methods: Superior ranks his worker based on merit, from best to worst. However how best  and why best are not elaborated in this method. It is easy to administer and explanation.

•  Paired Comparison Methods: In this method each employee is rated with another  employee in the form of pairs. The number of comparisons may be calculated with the help of a formula as under.

N x (N-1) / 2

Related Questions to Course: Management Strategies in Educational Institutions (8615) 

Need and Scope , Features, Objective, Branches of Management

Explain evolution of different approaches of management| Classical, Behavioural, Quantitative Approaches. 

Define PERT. Prepare PERT diagram for ‘Result Day’ celebration to explain its process
step-wise including all activities in detail

Justify the role of Environment Scanning n Strategic management process.

Describe the concept of Key Performance indicators (KPIs). Enlist some KPIs for teachers
working in Primary Schools