This study considered the appraisal patterns of 29 teacher appraisers from a single high school district over a two year period. It discussed the district's efforts to assist its appraisers in evaluating teachers, and compared the frequency and range of the exceptional quality scores and overall performance scores assigned to teachers evaluated.

Submitted in partial fulfillment of the requirements of the degree of Master of Education in the Department of Educational Planning and Administration, University of Zululand, 2002. / This research examined the role of performance based teacher appraisal and development in the educator's professional growth and improvement of education. The study made use of questionnaires to establish the perceptions of educators towards performance based teacher appraisal and development. The findings established that post level one educators and school management teams which were sampled have different views and perceptions on performance based teacher appraisal. Most post level one educators perceive the developmental appraisal system (DAS) as evaluative. They believe it exposes their weaknesses and does not lead to their development and promotion. They believe that developmental appraisal does not have a positive impact on their teaching. They also feel that developmental appraisal system (DAS) is not a factor in the improvement of education because it is only targeting them as educators. As yet, they do not see DAS as contributing to their growth. School management teams on the other hand perceive that performance based teacher appraisal plays a vital role in the educator's professional growth, the improvement of education and the development of schools as efficient and effective learning organisations. The school management teams believe that developmental appraisal is desirable if schools are to provide learners with quality education which will ensure that schools achieve excellence. On the basis of views and opinions of respondents, the study concluded that performance based teacher appraisal and development is desirable for education and growth of schools as effective and efficient teaching and learning institutions. However, there is need to assist educators to realise that DAS is important for their growth. More important, the process of the implementation of DAS, it is concluded, needs to promote educator development.

The target of the diploma thesis is to revise appraisal of employee performance system in specific company and to propose effective solutions in case of any discrepancies. In the theoretical part is defined the meaning and added value of employee appraisal system of performance, its connections to other HR processes, system requirements, contents, methods of appraisal, classification of employee performance, implementation or reimplementation the system to a company. This part of diploma thesis also describes theoretical press of appraisals and highlights the common mistakes. The practical part of the diploma thesis characterizes a specific company, analyzes a current company system of employee appraisal. And based on the results of the analysis describes the system in HR policy according to ČSN EN ISO 9001 a ČSN P ISO/TS 16949. This part links the system to other HR systems e.g. bonus system. The results of the author's work are training for evaluators and new modification of the evaluation forms. Outcome of this diploma thesis are also extensive attachments that provides concrete proposals, which were verified in practice.

Published Article / The purpose of this paper, based on a doctoral study, is to examine how teachers in the Foundation Phase of schools in the Free State province perceived, conceptualised and implemented Developmental Appraisal System (DAS) as a component of the Integrated Quality Management System (IQMS). The epistemological and ontological perspectives pertaining to both quantitative and qualitative approaches compelled the researcher to choose the Mixed Method Research (MMR). Data analysis consisted of the inferential and descriptive statistics for quantitative data analysis and, themes, patterns and behaviours for qualitative data analysis. Unbalanced two-way ANOVA, T-test and frequency distributions were used in analysis of quantitative data while themes and patterns resembled qualitative data analysis. The majority of teachers perceived DAS as a developmental process while a sizable minority claimed to the contrary. The Department of Basic Education did not provide direct training to teachers on matters pertaining to both the DAS and IQMS. Furthermore, the money reward earned through the process of DAS was perceived to be a source of conflict between teachers and school management.

This study investigates the inter-rater reliability of appraisers who award exceptional quality points on the Texas Teacher Appraisal Instrument. Inter-rater reliability was measured when appraisers scored exceptional quality points after viewing a videotaped lesson. Comparisons were made between appraisers when grouped according to elementary or secondary certification, sex, years of administrative experience, and type of training. A total of 707 subjects from 56 school districts participated in the study. Five research hypotheses were formulated with the .05 level of significance for acceptance. All hypotheses were tested by correlation of coefficients, multiple response procedures, frequencies, and percentages. The data measuring inter-rater reliability of the appraisers in training imply that there is very little reliability in the awarding of exceptional quality points on the Texas Teacher Appraisal Instrument. The findings of this study are that certification, sex, administrative experience, and type of training made no significant differences when scoring the instrument. Therefore, it is concluded that the scoring of exceptional quality points is a subjective, professional judgment made by each appraiser when observing a teacher. Since no significant reliability was found, the scoring of exceptional quality points cannot be supported as a reliable means of determining the quality of teaching in Texas schools. Generally, elementary certified appraisers awarded fewer exceptional quality points than secondary appraisers, males awarded slightly more points than females, appraisers indicated no noticeable trend because of years of administrative experience, and less experienced appraisers had the tendency to award more points than experienced appraisers. Therefore, inter-rater reliability in awarding exceptional quality points cannot be expected on a consistent basis. Each appraiser, regardless of certification, sex, years of administrative experience or training, will use his or her own professional judgment when scoring the instrument.

The medical equipment market is very competitive in Taiwan, the equipment suppliers in response to the multiplex market changing, and to satisfy with the hospitals about demands of equipment and costs of control, we adopt the cooperative way, buildoperate- transfer (BOT) for specific equipment in some hospitals. ¡´The equipment suppliers may participate in the management of non-medical behavior to achieve mutual benefit and win-win situation with the hospital. ¡´ This study is case study research, according to the experiences of management over past several years I collect data from the objects of 6 BOT cases in each 6 hospital. By data classification and statistical analysis, found the characteristics and differences in each case that the equipment suppliers can proposed the more precise investment appraisal in the future. ¡´ This research found that medical equipment, the number of patients, examination items, the proportion between hospital and the equipment supplier, hospital¡¦s location, and the payment points from NHI are causing hospitals and equipment suppliers having a large gap between revenue and are affecting the survival of medical suppliers. ¡´ According to the results, in order to providing more accurate diagnosis to doctors and improving patient's medical quality, this study suggested that the hospitals and the equipment suppliers should develop a set of medical equipment about BOT investment appraisal system. To achieve the aspect that a three-way win for the patient, hospital and equipment supplier.

Application of Knowledge Management on Performance Appraisal and Management System Abstract The goal of competitive strategy is to create competitive advantages and gain the maximum value. On the other hand, competitive advantage lies in differentiation which originates from exclusive ¡§core competence and resource¡¨. In fact, what so called ¡§core competence and resource¡¨ tightly relates to ¡§knowledge¡¨ because to compare with other resource, knowledge has the characteristics of being ¡§scarce¡¨, ¡§difficult to imitate¡¨ ¡§unable to copy¡¨, and ¡§granted with exclusive rights¡¨ (Hsu Shihchun, 2000) and these are the essential elements for a company to remain its competitive advantages. Thus, Knowledge Management (KM) determines powerfully the survival of a company. In terms of business management, the ultimate goal of Performance Management System is to enhance organization efficiency which is built on the integration and improvement of business operation. It is also an important system aiming for improving or strengthening the system of ¡§core competence and resource¡¨ building. This coincides with the nature of knowledge management and benefits each other. Management activities such as production, marketing, R&D, accounting, purchasing, and human resource tie with ¡§the import , capture , retrieval , access , use , sharing , creation of knowledge¡¨ and this evidently indicates the popularity and long existence of KM activities. This study attempted to use KM Process as the base to construct a case study model with theoretical and practical application through the application demand of Knowledge Technology (KT). Before constructing the model, this study first reviewed the previous literature and understood the definition of KM and Performance Appraisal and Management. With the help of diagnosis tool, Six Box Model (Weisbord, 1976), we improved the study model of Knowledge Based Performance Appraisal and Management System (KBPAMS). Meanwhile, we adopted dimensional elements to compile an ideal ¡§Study Form for KBPAMS.¡¨ We also selected certain companies as the cases to examine the existing system and conducted one by one in-depth interviews with employees of chosen companies. Due to the limitations on study time and human resources, random sampling as well as convenience sampling were excluded; purposive sampling was chosen to understand the actual demand and opinions of workers. Next, Flow Chart and handling description were two methods of presentation to construct a simple ¡§KBPAMS¡¨ case study model as the reference for future establishment of information system. In the end, we used the improvement of the ¡§KBPAMS¡¨ case study model. To analyze the six dimensional elements of the ¡§KBPAMS¡¨ and studied it by open-system-view. Four suggestions were offered for conclusion as follows: 1.Returning to the humanity; 2.Integrating business culture and creating business characteristics; 3.long-term Investing on KBPAMS; 4.Gaining full-support from the top-manager. Keywords¡G Knowledge Management (KM), Knowledge Technology (KT), Performance Appraisal and Management, Performance Appraisal System (PAS)

The purpose of this study is to develop a prototype instrument that may be used in conjunction with the Texas Teacher Appraisal System instrument to appraise the competencies expected of school library media specialists.

Many school districts and alternative certification programs use standardized interviews such as the TeacherInsight developed by the Gallup Organization. The TeacherInsight is a Web-based interview consisting of multiple choice and Likert-style items that produces a score between 0 and 100. The Gallup Organization claims that it helps hire the best teachers. The study analyzed the relationships between the TeacherInsight scores and the eight Professional Development Appraisal System (PDAS) domain scores for 527 teachers. The TeacherInsight scores produced a statistically significant correlation with only one of the eight PDAS domain scores. However, even that correlation (r = 0.14) was weak. All eight PDAS domain scores were only able to account for an additional 1.9% of the variance of TeacherInsight scores, above and beyond what was explained by the teachers' age, gender, years of experience, and highest degree earned. Another finding was that 47.4% of the teachers hired had TeacherInsight scores below the district recommended cutoff score of 67. The findings do not support the ability of the TeacherInsight to identify more effective teachers, based on Professional Development Appraisal System scores. The findings also cast doubt on the extent of consideration that principals in this district give the TeacherInsight scores during the selection process. Recommendations for future studies are provided.

7 ABSTRACT RÁŽA, Filip. The Concept of Employee Appraisal System in the Organization. Prague, Faculty of Humanities, Charles Univesity, 2014. 130 pp. Master Degree Thesis. This thesis deals with the employee appraisal system in an organization providing social services. The topic is dealt with case study of specific organization with a focus on professional development. Using literature initially creating the theoretical framework of the topic of employee evaluation. Using methods of qualitative research strategy analyze their own data acquired for setting up the evaluation system in the organization. The outcome of this work is employee appraisal system in organization Civic Association Light Kadan. This system reflects the requirements of the organization's management and employees' needs and expectations from the employee appraisal system of the organization. The main aim of the proposed system is to support the professional development of employees and thus improve the quality of services provided by the organization. Key words: Employee Appraisal System, Professional Development of Employees, Social Services