The focus of the present study was to determine the most effective assessment method to demonstrate beginning teacher competency as perceived by school administrators, teacher education faculty, and practicing teachers in Indiana. Earlier studies examined the compelling reasons why traditional assessments (such as Praxis I and II) were developed and the arguments that supported or negated their continued use. Research relating to nontraditional or alternative assessment (Assessment Portfolio) uncovered a different perspective toward teacher evaluation. The literature produced examples of portfolios used at a variety of levels to instruct and assess. Finally, several studies focused on the competencies needed by beginning teachers. The present study sought to investigate the perceptions of three categories of education experts as demonstrated by their selection of the assessment method(s) for each INTASC disposition competency. In addition, each participants' years of experience were included to allow a comparison between the method selected and the level of experience.Participants from 25 colleges and universities plus 119 school corporations (N=372) responded to the Beginning Teacher Competency Assessment Survey. The survey consisted of thirty-seven disposition competencies from the newly adopted INTASC Standards and a choice of one of the following assessment methods: Praxis, Indiana Beginning Teacher Internship Program, Assessment Portfolio, or None. Respondents were asked to select the best assessment method to provide evidence of each competency.The assessment method selected most frequently was the Indiana Beginning Internship Program (66%). Next, the Assessment Portfolio was selected by an overall 27%. Praxis was selected least by the participants (7%). Results revealed teacher education faculty were more likely to select the portfolio than either school administrators or practicing teachers for specific disposition competencies. No empirical evidence indicated that the level of experience influenced the assessment selection. Finally, differences within each category in relation to assessment method selection could not be computed through an interactive nominal logistical regression due to the low number of Praxis responses. However, a simple cross tabulated analysis suggested several within group differences. The meaningful differences within each category were between the Indiana Beginning Teacher Internship Program and the Assessment Portfolio based on four or more years of experience. / Department of Special Education

The purpose of this study was to explore the views of school leaders on issues and challenges they face in implementing Performance Management System in South Central Region of Botswana. The subjects of the study were two hundred and ninety eight school leaders (school heads, deputy heads, head of departments and senior teachers) who were drawn from South Central Region. The region under study has one hundred and eighty nine schools and out of these, thirty two schools were randomly sampled. Interviews were conducted and there was a questionnaire which was completed by the various school leaders. The questionnaire covered three broad categories, namely: biographical aspects, demographical aspects and views on the implementation of Performance Management in their respective schools. Four hundred and fifty questionnaires were distributed and only two hundred and ninety eight were completed. Interviews were conducted among eleven school heads and nine teachers and the focus was to get school leaders views on the problems encountered in the implementation of PMS. Results from respondents were analysed. Content analysis method was used. Frequencies, percentages, tables and T-test were used in the analysis of data. The study revealed that Performance Management assessment tools are unclear and the . supervisor/supervisee criteria are also unclear. Since Performance Management is a new concept, some teachers are not really sure of what they are supposed to do. There is suspicion that teachers may be victimized in the name of PMS since some supervisors can be very subjective in their assessment of teacher performance; there is low teacher morale which could make implementation problematic; large numbers of classes make it difficult for effective teaching in schools; and lack of teaching aids and facilities hamper the conduct of teaching in schools. Implementation of Performance Management in Botswana is still at its infancy stage therefore it is expected that teething problems may arise. It was found that the implementation of PMS in schools will be affected by a number of factors. There is consensus that PMS training should be done in stages, and it should not be rushed; there is need for support systems such as mentoring and counselling to help during the implementation period; more workshops are needed in order for teachers to understand this new reform; and more time is needed in order for teachers to understand PMS and remove mistrust associated with it. / Thesis (M. Ed.) North-West University, Mafikeng Campus, 2005

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

This research was embedded in the Effective Early Learning (EEL) Project (Pascal et al., 1995), a national evaluatory and development programme looking at the quality of learning experiences for 3 and 4 year olds in the varied range of settings which typify United Kingdom provision. It was, however, a separate and discrete study focused on the effectiveness of the adult, whatever her level of training, as an educator. It was a 'real world', inclusionary, interpretive, research enquiry using qualitative and quantitative paradigms. The purpose of this study was to develop and implement a methodology to assess and improve the quality of educators working in a range of settings. A conceptual framework for assessing quality was developed. Also an observation schedule, 'the Adult Engagement Scale', focusing on three aspects of educative interaction: 'Sensitivity', 'Stimulation' and 'Autonomy' was created. Evidence was gathered using this scale and triangulated with other data, including participant interview, professional biography questionnaire and focused observation. The cohort consisted of 169 practitioners in 115 settings who worked with the researcher to collect the data. The practitioners had varied roles and backgrounds and were trained by the researcher in the methdology. They mainly worked in settings broadly representational of the four most frequent types of UK centre based provision; Reception Classes in Primary Schools, Nursery Schools, Nursery Classes and Pre-school Learning Alliance Playgroups. The data generated by this strategy was analysed to consider the characteristics of an effective early childhood educator. The 'Adult Engagement Scale' was shown to be an effective means of assessment, development and improvement. The data revealed that an adult's ability to be an effective 'engager' was linked to her 'educative disposition', which included her 'professional self image and emotional well being'. The analysis showed that the educative categories of 'Sensitivity', 'Stimulation' and 'Autonomy' were hierarchical and progressively less well addressed. All settings scored relatively highly on Sensitivity. Those settings which were better at Stimulation generally had more qualified staff. Autonomy was least well addressed by all settings, yet appears to be the category most closely linked to adult effectiveness. Most early childhood educaors are emotionally committed to their work yet feel undervalued. Universally practitioners in this study displayed a poor profesisonal self image, and this was clearly linked to their ability to be effective as an 'engaging' educator of young children.

Thesis (M. Ed.)--University of Hong Kong, 1995. / Includes bibliographical references (leaves 153-160).

Thesis (M.Ed.)--University of Hong Kong, 1995. / Includes bibliographical references (leave 153-160). Also available in print.

This study investigated the oral proficiency of ESL teacher trainees in different discourse domains. The sample for the study consisted of twenty ESL teacher trainees in their final year at a College of Education. Different methods were used to measure the teacher trainees' oral proficiency in the English Communication Skills class while engaging in less formal conversations and in more formal teaching of content subjects during Practice Teaching. Three categories of constructs for oral proficiency were measured: Accuracy and fluency, classroom language and non-verbal communication. The findings supported the hypothesis: The oral proficiency of ESL teacher trainees is more satisfactory in some discourse domains,e.g. casual conversation, than in others, e.g. formal teaching. Although these findings cannot be regarded as conclusive they raise awareness of the problem. Recommendations were made on how to address the problem of poor oral performance of ESL teachers and teacher trainees teaching content subjects. / Linguistics and Modern Languages / M.A. (Specialisation in Applied Linguistics)

This research investigated the role of teacher evaluation in enhancing quality teaching and learning and the extent to which teacher evaluation in Bushbuckridge schools enhances the quality of teaching and learning. It also set out to investigate how the teachers (CS1, HODs, deputy principals and principals) perceived the evaluation system to which they were subjected. The researcher used a qualitative research approach and data was collected by means of semi-structured interviews from a convenient, comprehensive and purposive sample. The sample consisted of twenty-six teachers from three schools in the Dwarsloop Circuit. These schools were chosen purposely on the grounds that all the teachers in these schools had been evaluated successfully. In addition, these schools were within easy reach of the researcher and she also knew most of the respondents. All the interviews were audio-taped and transcribed verbatim. Data analysis was carried out simultaneously with the data collection process. Each interview was transcribed and labelled as soon as it was finished. The researcher used a process called coding during data analysis. By means of this process, data was compiled, labelled, separated and organised into categories and sub-categories. Subsequently, these categories formed the basis upon which the findings were made. Among several other findings, it emerged that teacher evaluation enables the educator to create a climate that supports quality teaching and learning, leads to better lesson preparation and presentation in addition to enabling better learner assessment. Respondents also held the view that evaluation encourages teachers’ professional development. Despite these findings, the respondents indicated that in their specific cases, evaluation did not lead to the desired results due to a number of reasons that included incompetent evaluators and an inflexible and unfair evaluation system. Based on the aforementioned findings, a number of recommendations were made. / Education Management / Thesis (M. Ed. (Eucaton Management))

Mkoba Teachers College is one of thirteen Primary school Teachers Colleges in Zimbabwe offering a University of Zimbabwe Diploma in Education programme comprising Theory of Education, Academic Studies, and Professional Studies. This study sought to investigate the validity of current assessment procedures in Professional Studies. Results of the study revealed historical influences upon assessment procedures at Mkoba. Over the years assessment has been by way of two course work assignments in Syllabus B, an end-of-year examination in Syllabus A, and a research of limited scope. The study tended to indicate the need to amplify the scope of assessment procedures beyond the two course work assignments, the end-of-year examination and the research of limited scope. Despite these indications, an analysis of certification results at Mkoba for the period 1976 to 1996 showed that 5955 good quality professionals were produced. The study thus declares assessment procedures at Mkoba Teachers College valid. / Teacher Education / M. Ed. (Didactics)

The purposes of this study were to determine the perceptions selected school personnel had of public school teachers' fulfillment of the code of ethics for Texas educators, if these perceptions differed significantly, and if the code had any significant impact on teachers' behavior. The subjects consisted of board members, superintendents, principals and teachers within seven urban, fourteen suburban, and fifty rural Texas school districts. Subjects’ responses to an instrument derived from the Code of Ethics for Texas Educators provided the data for testing. The findings of this study included the following: 1. Board members perceived teachers as fulfilling the code to be slightly higher than did teachers and principals and significantly higher than did superintendents. 2. Superintendents perceived teachers as fulfilling the code to a lower degree than did the other subjects surveyed. 3. Subjects selected within urban and suburban school districts are in perceptual agreement concerning teachers' fulfillment of the code. 4. Rural board members perceived teachers as fulfilling the code to a slightly higher degree than did rural superintendents. 5. Urban teachers perceived teachers as fulfilling the code to a significantly higher degree than did suburban teachers. 6. The code of ethics was perceived as having low to moderate impact on the behavior of Texas teachers.