The Department of Education has introduced a policy of Continuous Assessment (CASS) in grades 11 and 12. This, however, does not mean that the current policies such as senior certificate examinations will immediately change. It appears that the old and the new practices will co-exist. This implementation of CASS took place in some environments characterised by enormous infra-structural backlogs, resource limitations, inadequate supply of quality learning support materials and absence of common national standards for learning and assessments. Consequently, the purpose of this interpretive research is to investigate how CASS has been implemented in grades 11 and 12 Physical Science classrooms in three disadvantaged secondary schools. This research study is a qualitative case study of three secondary schools in a school circuit. The three secondary schools were chosen on the basis of their varying socio-economic backgrounds and history related to quality of work and innovation. The research study examines the contexts and processes that took place during the implementation of CASS in these schools. The principal theories underpinning this study are those supporting educational change and curriculum innovation. The argument is that different understandings of the nature of the curriculum have important implications for the implementation of curriculum change. The literature was reviewed to expand the argument that curriculum change has different meanings and is dependent on the context. In this research study, curriculum changes in South Africa, the meaning of curriculum changes, CASS and CASS policy are discussed. The research methods used to gather data are semi-structured interviews, document analysis and questionnaires. The participants in this study were grade 11 and 12 Physical Science teachers, the Science Head of Departments (HOD) and grade 11 and 12 Physical Science learners from each school. The three schools were visited in the second half of 2002. This research study considered the roles and importance of learners, teachers, school management team, community and external inputs for the successful implementation of CASS. The feedback from teachers, HOD's, and learners were analysed and discussed. The schools were found to have profiles and strategies that were unique, but also some principles, practices and characteristics were common. The overall findings show that CASS has been implemented in these classrooms, but the strategies that are mostly used are those which were used in a content-based curriculum. For example, tests, classwork and homework were common in these schools. This study therefore suggests that more thorough and different support and developmental programmes be put in place so as to equip teachers with the skills necessary to implement CASS. This study also suggests that further research in schools be conducted, so that the best procedures are used to ensure the effective implementation of curriculum innovation in South Africa. / Theses (M.Ed.)-University of KwaZulu-Natal, Durban, 2004.

Teacher evaluation is a management tool for all educational organizations as it is used to research information on teacher performance. Information on teacher performance is important in the decision making process regarding employment of teachers, confirmation of appointment, and identifying potential for promotion and staff development. Over the years teachers have raised serious reservations about teacher evaluation procedures in South Arica. In the apartheid days teacher evaluation was summative and contentious. It was marked by unannounced visits by inspectors to observe teachers' lessons. No feedback would be offered after they left. This system was not very well received by educators and teacher unions. Teacher lobby groups, belonging mainly to S.A.D.T.U rejected this system and demanded that it be removed. This case study is a qualitative study of the perceptions of educators in the ex Model C schools in the Queensburgh area, these schools were previously under The House of Assembly and only admitted white children. The study aims to capture to some extent the feelings, views, attitudes and perceptions of the educators towards DAS. The interviews with these educators have provided me with direct evidence of teachers' perceptions towards DAS. DAS was introduced in 1998 and it replaced an autocratic, judgmental and summative system. This system allowed the educator to identify his own developmental needs, through a democratic and formative process with the participation of education managers, peers and experts. This is a developmental approach and it is important at the planning stage to build in time for reflection and improvement in developing strategies. The overall impression gained from the study was that most educators were favorably disposed towards DAS. DAS was found to be a good system and that it would definitely have a positive impact on the professional development and growth of the teacher. However, some educators had reservations about this new system of evaluation. They felt that it was too time consuming and the system allowed for abuse. The policy gave educators the opportunity to review their work output, their strengths and weaknesses, but most of all DAS allowed for helpful and supportive advice and guidance This is a developmental approach and it is important at the planning stage to build in time for reflection and improvement in development strategies for educators to identify their own developmental needs, through a democratic and formative process, together with the participation of education managers, peers and experts. If implemented correctly DAS can make a positive impact on our present education system. / Thesis (M.Ed.) - University of Durban-Westville, 2003.

Objectively structured practical examination (OSPE) is widely used in Physiotherapy to assess the practical skills of undergraduate students. The rationale for OSPE is to provide a means for evaluation of students' clinical skills, so that students may ultimately apply their skills to patients in the clinical situation. Students should show their ability to think critically and reason, for efficient and effective clinical application. It is therefore important that OSPE is structured such that these objectives may be achieved. This study presents the results of an investigation of OSPE at a Physiotherapy Department at one tertiary institution in South Africa. The present implementation has some merit. However, some adjustments need to be made in order that the OSPE process is more integrative of theory and practice, while simultaneously ensuring the holistic approach. This would facilitate an integrated approach to education and training aimed at integrating theory with the practice, and the academic with the vocational. Thus there would be a holistic and global approach to patient care. / Thesis (M.Ed.) - University of Natal, Pietermaritzburg, 2003.

The aim of this research was to determine the differences in student responses of two forms of assessment, automated and manual in terms of measuring student capability in the computer literacy programme, The International Computer Drivers Licence. Computer Literacy studies are an integral part of many academic programmes and have become a basic requirement for securing certain employment. Many academic programmes utilise recognised computer literacy qualifications rather than developing their own. In this case study, assessment within one of the most prestigious programmes, the International Computer Drivers Licence (ICDL), is the focus of attention. This qualification has become a benchmark for such computer literacy certification. Formal assessments are conducted to complete the certification. The certifying body, The ICDL Foundation, that controls this qualification, allows institutions to select from two modes of assessments. The modes of assessment are paper- based ‘manual’ (traditional) assessments or approved automated assessment software that is commercially available through different software suppliers. Manual assessments are available from the ICDL Foundation and conducted by external examiners, whilst the automated assessments are designed by software companies and approved by the ICDL Foundation. This case study looks at a comparison between students’ responses of the automated assessments that uses simulation of major software packages such as Microsoft Word and Excel and a manual assessment. The focus of this study was to gain some insight into students’ experience when taking the automated assessment and how it compares to a manual assessment. A case study was conducted in which a group of volunteer students were requested to take two assessments on a particular section of computer literacy. The first assessment was the automated assessment followed by a manual assessment which assessed the same outcomes as the automated assessment. During these assessments certain phenomena were observed and recorded. These observations were then qualitatively analysed and organised into themes. Scores of these two assessments were also compared to establish if the students showed marked differences between the two assessments. However the small sample size means that no conclusions could be made based on statistical differences. Immediately after the two different forms of assessment, six of the students were interviewed. These interviews were conducted using semi-structured questions. The questions revolved around the students’ perceptions of their responses to the automated and manual assessments and in particular how the students perceived both assessments. The transcriptions of these interviews were then qualitatively analysed and common themes were extrapolated. The results of the study show that students’ abilities were not always being assessed accurately in the automated assessment. The data in this study also shows that the automated assessment, whilst highly reliable and objective, does not present an authentic assessment environment. This resulted in high scores being awarded where students were not able to perform the same tasks successfully in the manual assessment. This calls into question the validity of the automated assessment and its ability to assess students’ practical skills accurately. The interview data also suggests that the use of multiple choice questions and discrete tasks in the automated assessment further resulted in students adopting a surface approach to learning in their preparation for this summative assessment.ses / Thesis (M.Ed.) - University of KwaZulu-Natal, Pietermaritzburg, 2009.

Generally the evaluation of employees in organisations is one of the most demanding and controversial of all management functions. Therefore, it is incumbent on management to develop a system of evaluation that will at least be acceptable to most of its employees. This study has shown that it is extremely important to include the employees themselves in drawing up the evaluation instrument. Since there is not any one evaluation procedure that has universal application, it is necessary for organisations in general, and more specifically education departments, to review and improve existing procedures to meet prevailing conditions. If management does not follow these basic considerations, then the organisation could face strong negative reaction from employees. The primary objectives of this study therefore were: (1) to make a detailed study of the evaluation procedure used in Indian Schools; (2) to analyse the House of Delegates' evaluation procedure critically and in so doing make a study of evaluation procedures of other education departments; and (3) to consider the views expressed by teachers, principals and superintendents of education on the House of Delegates' evaluation procedure. The major findings that emerged from the study were that: (1) the present evaluation procedure of the House of Delegates was not well received by teachers and principals; (2) any evaluation procedure adopted should be based on an 'open' system, where there is no need for secrecy; and (3) there should be separate evaluation procedures for the purposes of professional development, merit awards and promotion. The main recommendation made in concluding this study was that the House of Delegates, in either developing a new evaluation procedure or amending its present one should, in the future, give consideration to the opinions of all participants in the evaluation process. / Thesis (M.Ed.) - University of Natal, 1991.

It has come to the attention of the researcher while being involved in the tertiary education industry, that the current performance management system for academics is considered ineffective because it: • Does not provide meaningful, timely feedback • Is impossible to administer in an equitable manner • Is driven by numbers • Is focused too closely on rewards The impact of this performance management system is as follows: • It generates low moral • It discourages teamwork • It does not foster trust • It generates avoidance of assessment • It has an adverse effect on productivity • It discourages risk taking • It encourages quest for higher visibility • It produces feelings of being judged rather than being appreciated The study focussed on the question of: • How the performance management system at TSA affects employee attitudes? • How employee attitudes towards the performance management system affects their performance? The objectives of the study are to: • Determine the attitudes of the academics at TSA towards the performance management system • Determine how service delivery might be transformed by implementing an effective PMS • Determine the supporting/preventing factors of the existing PMS at TSA • Identify areas for improvement and produce recommendations for future performance management practice at TSA. / Thesis (MBA)-University of Natal, 2003.

In the global market, the lines between pioneers and followers are immensely blurred, industries are fraught with intense competition and products versus price have since lost the competitive edge. These trends have made it difficult for organisations to meet their strategic goals and have made it necessary for organisations to revisit their strategies far more regularly than in the past. In this economic era, people have become the focal point of differentiation – organisations have come to realise that it is the calibre of people employed that will assist in the efficient realisation of long and short term strategies. Accordingly, organisations have spent exorbitant amounts of money investing in performance management systems that promise to utilise the organisations human capital to the maximum in order that the strategic goals of an organisation are met. The aim of the study is to investigate the link between key performance areas and organisational strategy, to evaluate whether performance management systems are utilised as optimally as it should be to create competitive edge in changing market conditions. The sample comprised 155 respondents, of which 51 were valid responses. The research study showed that South African organisations, more specifically in KZN, make use of performance management systems to implement the corporate strategy. Some of the responses indicate that these performance management systems are not correctly implemented and the measurement of key performance areas is a mere formality in certain organisations as opposed to a sincere measurement of whether employees are meeting the objectives of the workplace. It has also been found that the strategy of the organisations remains at top of the hierarchy and does not filter down to the base. Based on these findings it is recommended that managers redress their view of performance management systems and key performance areas to ensure successful strategy implementation and execution. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2011.

The 're-admission' of the Republic of South Africa to the global arena does not only imply that the education system be effectively run, but also that the potential of all stakeholders in education be optimised. Against the background of the preceding assertion it is essential therefore that to meet the demands of the present information age performance management be enhanced to meet the demand for quality education. The rationale for performance management is linked to investment in people to yield high returns in education in the form of qualified and skilled personnel, a productive and competitive workforce and an effective and efficient corporate community. In the light of the preceding, the quest for quality education is interlinked with an integrated quality management system. The basic premise here is that through performance management the education system would ensure optimisation of potential In order to unfold individuals' potential and release their latent energy and to promote economic growth and improve the quality of life for the South African citizenry at large. Similarly, the optimisation of the potential of educators and learners alike is seen as a necessity for ensuring provision of quality education in a high quality and productive education system. / Thesis (M. Ed.) North-West University, Mafikeng Campus, 2004

The researcher is motivated by the numerous concerns raised by public officials in South Africa for an answer to performance management in the public service. There are numerous misconceptions in regard to performance management in public institutions. The objective of writing on this topic is to enlighten both the employer and employee of their obligations, rights and legal framework in the management of performance. The focus of the study is on the impact of performance management systems, the existence of training and development of staff as well as the availability of the physical resources on performance management. Poor management of performance translates into lost productivity, increased absenteeism, lower morale of employees and it further hampers service delivery. The study comprises of five chapters, containing the orientation of the study; literature review; research design and methodology; data analysis and results and summary, findings and recommendation, respectively. The instrument employed to gather data was applied in five divisions, and data was gathered from a sample of 39 out of a target population of 66 employees. / M. Admin. (HRM) North-West University, Mafikeng Campus, 2005

This research explored the experiences and perceptions of the performance appraisal systems in place and its value to social workers within the Department: Social Services and Poverty Alleviation: Provincial Government of the Western Cape.