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1
Griggs, Bob Evans. "Appraiser Accuracy Utilizing the Texas Teacher Appraisal System: A Demographic Analysis." Thesis, University of North Texas, 1988. https://digital.library.unt.edu/ark:/67531/metadc331226/.
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The purpose of this study was to determine if there are personal and demographic characteristics which can predict the most accurate teacher appraisers. The demographics were limited to the following: campus-level job assignment, employing district size, sex, race, number of years of experience as an administrator, previous level of teaching experience, and curriculum area taught by the appraiser. The 622 subjects were school administrators trained to utilize the Texas Teacher Appraisal System. The data were analyzed using multiple linear regression. Where an independent variable was significant (.05), a follow-up ANOVA and Tukey's multiple comparison were employed. Based on the findings of this study the following conclusions were drawn: 1. A summary data set indicated there was little evidence that any of the demographic variables was a significant predictor of accuracy in the evaluation process. 2. Six different data sets indicated that varying instructional settings and methodologies can influence evaluator accuracy. The campus assignment, years of experience, content area taught, race, and sex of the appraisers were all identified in at least one of the exercise sets as having significance. Except for sex and race, none of the variables was found to be significant when the overall prediction equation with all demographic variables was evaluated. 3. In the prediction equations of this study the percent of variance was so minute that social significance could not be established. 4. The Texas Teacher Appraisal System can be used by appraisers with various backgrounds and experiences without a reduction of accuracy. 5. School boards can appoint appraisers with various backgrounds and experiences without a reduction of accuracy in the process.
2
SILVA, RODRIGO CASADO OLIVEIRA DA. "APPRAISAL OF VEHICLE ROUTING SYSTEM IMPLEMENTATION." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2007. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=11511@1.
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Com a era da globalização e a introdução da filosofia de
Gestão da Cadeia de
Suprimentos, os clientes têm se tornado cada vez mais
exigentes no que diz respeito à
qualidade e prazos de entrega, gerando uma competitividade
crescente e uma busca
por serviços cada vez mais customizados que, para as
empresas de distribuição de
produtos, tem se tornado um fator cada vez mais importante
na obtenção de vantagem
competitiva e conquista de fatias cada vez maiores do
mercado. Nesse sentido, muitas
empresas de transporte têm tentado dar maior
confiabilidade, mais velocidade e
flexibilidade, buscando obter maior eficiência e
pontualidade nas tarefas de entrega
e/ou coleta; um melhor aproveitamento da frota e dos
motoristas; menores tempos de
ciclo; melhor planejamento das rotas, gerando assim
sensíveis reduções de custos
operacionais, melhoria da imagem da empresa no mercado e,
em função disso, uma
conquista cada vez maior de mercado. Nesse sentido, de modo
a obter excelência nos
processos de distribuição física, muitas empresas têm
adquirido os chamados sistemas
de roteirizarão e programação de veículos ou, simplesmente,
roteirizadores. Dado o
crescimento na utilização de roteirizadores para redução de
custos operacionais e a
possibilidade por parte do autor de participar da
implementação dessa tecnologia em
uma empresa, os objetivos dessa dissertação são: Descrever
a operação da Empresa
Alfa onde foi realizada a implementação do roteirizador de
veículos e a apresentação
do processo de implementação do roteirizador na operação.
Como o autor fez parte da
implementação do roteirizador na Empresa Alfa, a
metodologia utilizada para a
elaboração desse trabalho incluiu: pesquisa bibliográfica,
visitas in loco e entrevistas
não estruturadas junto aos envolvidos na operação. O
resultado desta dissertação é
uma análise da operação da Empresa Alfa durante a
implementação do roteirizador,
mostrando seus pontos positivos e suas dificuldades
extraídos apos finalizado o
processo de implementação.Nowadays with the globalization and the introduction of the Supply chain management philosophy, the customers become more demanding in order to get better quality in delivery time, increasing competitiveness and a search for customized services that, for distribution companies, it has become the most important factor in order to get competitive advantage and to increase the market share. In accordance with these ideas, many distribution companies have tried to improve the reliability, speed and flexibility, in order to get higher efficiency and punctuality in the deliveries; better fleet and drivers utilization; lower time to planning routes, generating cost reduction, improvements of the company`s image in the market, and higher market share. Trying to get excellence in distribution process, many companies have acquired the routing and scheduling systems. Due to the growth of routing systems use and the possibility for the author to participate in an implementation of this technology in a company, the objectives of this work are: to describe the operation of the Alpha Company`s where the implementation has been done; and present the routing system implementation process. Since the author was part of the team in the implementation of routing system in the Alpha Company, the methodology used for the elaboration of this work included: bibliographical research, visits in loco to the Alpha Company`s operations and non structuralized interviews with the involved parts in the operation. As a result of this work, we have an analysis of the operation during the implementation of the Routing System in line with the main results getting after finished the implementation process.
3
Guner, Bilgi. "Performance appraisal system in Filiz Gida." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2399.
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This thesis focuses on evaluating the performance appraisal system of Filiz Gida, a small food processing company that is located in Turkey. Filiz Gida was established by Dogus Holding in Bolu, and currently employs 284 individuals. Filiz Gida is dedicated to fair and respectful treatment of all workers, offering voluntary benefits in housing programs, health care, education for worker's children, and professional child care services. The importance of quality in production at Filiz Gida is reflected by its receipt of ISO 9002 certification in 1994. In 2003 the Barilla Group, which is one of the giants in the pasta business, acquired Filiz Gida due to financial interests that have not been well documented by public media.
4
Campbell, Alasdair James. "Implementing appraisal : a case study of the implementation of an appraisal system." Thesis, Open University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.275098.
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Bohnstengel, Carol. "An Investigation of the Influence of Evaluator Background on Appraisals of a Music Lesson Using the Texas Teacher Appraisal System." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc277901/.
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This study's purpose was to investigate the differences in scores and written comments given by two appraisal groups in their evaluation of a music teacher using the Texas Teacher Appraisal System (TTAS). One appraiser group had musical training while the other group specialized in other subjects. Analyses of both group's appraisal scores showed no significant differences. An examination of the written comments revealed that both appraisal groups focused on the same aspects of the lesson and used similar vocabulary. The TTAS instrument was a consistent measure of generic teacher behaviors in the music lesson, but it did not measure specific music teaching behaviors or encourage suggestions for improving musical instruction.
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Chetty, Uthamaganthan Perumal. "The effect of integrated quality management system on educator efficacy." Thesis, University of Zululand, 2013. http://hdl.handle.net/10530/1278.
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Submitted in fulfilment of the requirements for the degree Doctor of Education in the
Department of Educational Psychology and Special Education of the Faculty of Education
at the University of Zululand, South Africa, 2013.Integrated Quality Management System (IQMS) is an appraisal system of the KwaZulu-Natal Department of Education. The appraisal system intended to develop educators on an on-going basis. The primary aim of this investigation was to establish the effect that IQMS has on educator efficacy. As an introduction to the study, the requirements for educator efficacy were reviewed. In so doing, the various characteristics for effective teaching-learning situation and of an “ideal” educator were highlighted. The didactical behaviour of successful educators was also in focus. The requirements for educator efficacy and the effects of IQMS on educator efficacy were investigated using a literature and empirical study. The study revealed that IQMS has a positive effect on educator performances. For the purposes of the empirical investigation, a structured questionnaire was used. Four hundred and six (406) questionnaires were completed by educators from the primary and secondary schools from the Pinetown District in the Ethekwini Region of KZN and these questionnaires were analysed. The data was processed and interpreted using descriptive and inferential statistics.
University of Zululand
7
Crain, John Allen. "Inter-Rater Reliability of the Texas Teacher Appraisal System." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc330837/.
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The purpose of this study was to determine the interrater reliability of the Texas Teacher Appraisal System instrument. The performance indicators, criteria, domains, and total instrument were analyzed for inter rater reliability. Five videotaped teaching episodes were viewed and scored by 557 to 881 school administrators trained to utilize the Texas Teacher Appraisal System. The fifty-five performance indicators were analyzed for simple percentage of agreement. The ten criteria, four performance domains, and) the whole instrument were analyzed utilizing Ruder-Richardson Formula 20. Indicators were judged reliable if there was 75 percent or greater agreement on four of the five videotaped exercises. Criteria, domains, and the whole instrument were judged reliable if they yielded a -Ruder-Richardson Formula 20 score of .75 or greater on four of the Based on the findings of this study, the following conclusions v/ere drawn: 1. Forty-eight of the fifty-five performance indicators were reliable in evaluation teacher performance. 2. Seven of the performance indicators were unreliable in evaluating teacher performance. 3. None of the ten performance criteria appeared to be reliable in evaluating teacher performance. 4. None of the four performance domains appeared to be reliable in evaluating teacher performance. 5. The whole instrument was reliable in evaluating teacher performance. 6. Reliability problems with the criteria and domains appeared to be an underestimate of reliability of the Kuder-Richardson Formula 20.
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Drahokoupil, Tomáš. "Systém hodnocení zaměstnanců v organizaci." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-198845.
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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.
9
Chan, Suk-yin Irene. "Performance appraisal system in the Hong Kong correctional services." Click to view the E-thesis via HKUTO, 2003. http://sunzi.lib.hku.hk/hkuto/record/B31967127.
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Chan, Suk-yin Irene, and 陳淑賢. "Performance appraisal system in the Hong Kong correctional services." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2003. http://hub.hku.hk/bib/B31967127.
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Stollberg, Dorte. "An appraisal of system built housing in a comparative perspective." Thesis, Southampton Solent University, 1998. http://ssudl.solent.ac.uk/2430/.
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This project was initiated by the Built Environment Faculty at Southampton Institute to investigate the multi-disciplined nature of the problems in System Built Housing (SBH). The intention was to looj at the situation from a wide angle using a compatrative study. Problems on SBH estates are evident in many European countries. In the attempt for a holisitic approach to the wide range of issue involved, the topic was accessed from an urban design perspective besides the focus on housing. Valueable information was derived from conducting the researhc in two countrys, Britain and East Germany. It was possible to examine the SBH estates in two places with distinct histories, cultures, traditions and mentalities of the people. An objective of this thesis was to comapre an urban problem in the context of an eastern and western European country. The data collectiion fort this research departed from the general issues. The more it progressed the more specific and detailed became the information. First the background of the research issue was explored including the recent history of each country, the political and economic context as well as an overview about the construction systems. Furthermore SBH estates were placed in an urban design context by examining their disticnt patterns which break with the principles of traditional city planning. A questionnaire survey was conducted to investigate the attitudes towards SBH expressed by professionals and tenants as the main groups of housing actors. Open-ended questionnaires allowed a comprehensive interpretation of the situation based on the viewpoints of the respondents. The technique of cognitive mapping assisted in drawing a problem picture from the survey findings. Case studies were then used to study the situation on selected estates in detail. Interviews with housing experts in the four case study estates revealed insights into the process of decision making. Commonalities and differences between the countries were explained in the light of local and central government policies, national traditions and people's perceptions. Special attention was drawn to the urban context of the SBH estates compared to the overall city structure. Advice was given to decision makers how to achieve better effectiveness of housing regeneration schemes and to create sustainable residential areas which are appreciated by the people who live in them. Interactions between the characteristics of urban environments, the socioeconomic context, political influences and the quality of the built structures were discussed based on the knowledge gained in the two countries. This comparative study on SBH estates revealed wider conclusions which are relevant for other problems in the built environment. It illustrated that urban problems cannot be considered in isolation from their context; the same problem needs a tailor-made solution in each situation. The built environment should fill the needs of the people who live in it; they are most directly affected by urban problems and therefore should be in the centre of the decision-making process. This requires a better collaboration and the establishment of a mutual understanding among the three groups of actors: politicians, professionals and users, whatever their different economic and political powers. It is necessary to raise people's awareness of the role of their contribution to decisions about the built environment. Political and economic issues should not be the dominant issues in decision making. Short-sighted and half-hearted policy decisions often waste valuable resources without achieving a better quality of life for the people. The latter should, however, be the overall aim of all developments in the urban environment. Concerning the academic debate regarding urban regeneration, the applicabilitu of the reseach methodology was assessed critically. Furthermore, the value of introducing a comparative element into research in the built environment was discussed.
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余兆榮 and Philip Yue. "An airline cabin crew appraisal system with a service qualityapproach." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267828.
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Wright, Robert Phillip. "Cognitions of performance appraisal system effectiveness : a repertory grid approach /." Thesis, Hong Kong : University of Hong Kong, 2000. http://sunzi.lib.hku.hk/hkuto/record.jsp?B22582204.
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Wang, Jianxiong. "A machine learning system for understanding appraisal in design documents." Thesis, The University of Sydney, 2009. https://hdl.handle.net/2123/28237.
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This thesis describes a machine learning system for understanding appraisal in design
documents. In linguistics, analysis of attitudes expressed in text is known as appraisal,
which is the writer's subjective attitude (i.e., the opinion, sentiment or attitude expressed)
toward the semantic meaning. Semantic orientation is the aspect of appraisal that
expresses the positive or negative stance of the author to the semantic meaning.
Computational linguistics methods have been introduced into the area of understanding
appraisal. In computational linguistics, the analysis of appraisal is known as sentiment
analysis.
One of the identified research issues in sentiment analysis is the lack of a precise and
agreed-upon computational language model of sentiment. At issue is whether the
incorporation of knowledge about the grammatical structure of appraisals would improve
automated semantic orientation classification over so-called “bag-of—words” approaches.
Another research issue is the extent to which the portability of a sentiment analysis
system is limited by the training data set. This research takes a different approach by
using machine learning to infer which word group indicators are useful for sentiment
analysis in a compact representation of text.
To address these research issues, this thesis aims to construct a sentiment analysis system
based on a compact 9-dimensional representation of text that is lexicon-independent. This
research takes a statistical supervised machine learning approach to understand semantic
meaning and sentiment specifically in design documents. The fundamental thrust of this
research program is two-fold: first, to create a computational language model to represent
the semantic orientation of appraisal and semantic meaning in design documents; and
secondly, to implement and test the model.
15
Korhonen, Mark. "Modeling Continuous Emotional Appraisals of Music Using System Identification." Thesis, University of Waterloo, 2004. http://hdl.handle.net/10012/879.
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The goal of this project is to apply system identification techniques to model people's perception of emotion in music as a function of time. Emotional appraisals of six selections of classical music are measured from volunteers who continuously quantify emotion using the dimensions valence and arousal. Also, features that communicate emotion are extracted from the music as a function of time. By treating the features as inputs to a system and the emotional appraisals as outputs of that system, linear models of the emotional appraisals are created. The models are validated by predicting a listener's emotional appraisals of a musical selection (song) unfamiliar to the system. The results of this project show that system identification provides a means to improve previous models for individual songs by allowing them to generalize emotional appraisals for a genre of music. The average R² statistic of the best model structure in this project is 7. 7% for valence and 75. 1% for arousal, which is comparable to the R² statistics for models of individual songs.
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Papež, Radek. "Návrh systému hodnocení zaměstnanců." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2010. http://www.nusl.cz/ntk/nusl-222482.
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This Master’s thesis deal with process of employee appraisal in a companies. Theoretical part of the thesis focuses on description of the appraisers, methods and evaluate criteria used in the appraisal systems. The practical part contains the proposal of the employee appraisal system in the company ApS Brno s.r.o.
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Gu, Fan. "A comparative study of rerformance appraisal system in three banks in contemporary China : the role of guanxi in appraisals." Thesis, London School of Economics and Political Science (University of London), 2013. http://etheses.lse.ac.uk/768/.
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Performance appraisal is one of the most popular and widely studied areas in human resource management, industrial relations and organizational psychology. However, most research in this area has been conducted in the USA or UK and reflects a Western context. Some studies on performance appraisal in Chinese organizations have been carried out, but, in the main, these concentrated on the periods of command economy (1949-1984) and transitional economy (1985-1997). In recent years, more and more Chinese state-owned companies and private companies have started to reform their performance appraisal system, by adopting Western style performance appraisal systems. However, there has to date been no academic research on performance appraisal system in Chinese companies with different types of ownership in a market context. The Chinese cultural factor “guanxi” has been found to be one of the most important cultural factors which influences performance appraisal in Chinese organizations. Nonetheless, no study has clearly analysed how guanxi influences performance appraisal in Chinese companies, leaving a significant research gap in our understanding of the impact of guanxi on appraisal and its outcomes. Therefore, this thesis conducted in-depth case studies, consisting of both quantitative (employee survey) and qualitative research (interviews) methodology, on the performance appraisal system in three banks with different ownerships in China, exploring a range of research objectives drawing on performance appraisal theories, justice theories, and guanxi and guanxi practices theories. Based on the results of the pilot study, a scale, which includes two factors “guanxi’s impact on outcome” and “guanxi’s impact on communication”, was developed to measure the impact of guanxi on performance appraisal in Chinese organizations. The statistical analysis of the employee survey indicated that guanxi’s impact on appraisal outcome was negatively related to employees’ perceptions of distributive justice, procedural justice, satisfaction with performance ratings and trust in supervisors; while no significant relationship has been found in this study between guanxi’s impact on communication and employees’ attitudes and behaviour. According to the comparative study of the appraisal system in the state-owned bank, foreign bank and city bank, significant differences of employees’ reactions to guanxi in appraisal, appraisal fairness and appraisal itself were found among these three banks. The employees in state-owned banks perceive less fairness and satisfaction with appraisal, but greater and stronger guanxi impact on appraisal, compared to employees in the foreign and city banks.
18
Slováková, Michaela. "Hotnotenie zamestnancov." Master's thesis, Vysoká škola ekonomická v Praze, 2017. http://www.nusl.cz/ntk/nusl-359959.
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The purpose of this thesis is the analysis of the performance management system used in the company Grafton Recruitment, s.r.o. with the identification of possible shortcomings, and proposing improvements based on theoretical knowledge. Theoretical part is focused on the information published in the accredited literature on personnel management as well as articles on the current practise of international companies. The practical part is devoted to the analysis of the performance management system in Grafton Recruitment, s.r.o. using the internal documents of the company, interviews with human resources department and the staff survey. On the basis of the findings, measures are proposed to improve the form, content, motivation effect and evaluation criteria.
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Runnels, Sheila S. (Sheila Sargent). "Self-Perception of Objectivity in the Use of the TTAS." Thesis, University of North Texas, 1995. https://digital.library.unt.edu/ark:/67531/metadc278772/.
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The purpose of this study was to determine if appraisers using the TTAS in Texas perceived themselves as being objective in the evaluation process. The population for this study was 213 appraisers, both elementary and secondary, chosen randomly from four educational service areas in four regions of Texas. Data were obtained from a 25-item questionnaire mailed to the appraisers. The organization of this study includes a statement of the problem, the research questions, a review of the literature, the methods and procedures used to collect the data, the analysis of the data, and a summary of the findings, conclusions, implications, and recommendations for additional research. Data from the 213 returned questionnaires were treated with the chi-square test of independence. The analysis of data revealed the following: 1. Regardless of the level, elementary or secondary, of the administrator, the majority of respondents held the same views. 2. Regardless of the region of Texas from which the respondents came, the majority of respondents held the same views. 3. Regardless of the number of years of experience of the appraisers, the majority of respondents held the same views. 4. The majority of respondents felt they are objective in their use of the TTAS. The implications are that the TTAS instrument is being used as was its intention, and that the appraisers feel comfortable in the use of the TTAS. Since the TTAS is effective as seen through a majority of respondents, it may be used in future revisions of the current instrument or by other districts as a model by which to begin construction of their own appraisal instruments.
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Kmínek, Petr. "Problematika personálního řízení ve zvolené firmě." Master's thesis, Vysoká škola ekonomická v Praze, 2007. http://www.nusl.cz/ntk/nusl-4039.
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First part: The theory of appraisal system,key performance criteria,develop appraisal measures. Second part: Analyze of performance appraisal in ČEZ, a.s.company, employees' interview and conduct next performance appraisal, conclusion and recommendations.
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Chan, Yuk-ying Gloria, and 陳玉英. "A study on appraisers' and appraisees' perception to performance appraisal system." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1998. http://hub.hku.hk/bib/B31268614.
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Cronje, Standford Ebraim. "An individualized performance appraisal system for academic staff at Peninsula Technikon." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52111.
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Thesis (MPhil)--University of Stellenbosch, 2001.ENGLISH ABSTRACT: Higher education depends heavily on government funding, yet the tendency in both industrial and developing countries is one towards a decrease in budget allocation for the maintenance or improvement of higher education. At the same time institutions of higher learning are increasingly required to give account of that performance. Higher Education institutions will have to explore avenues of raising revenue other than government funding. Decisions with regard to promotion and salary increases, which form a substantial part of the expenditure on the institutional budget, must therefore be based on justifiable grounds if these institutions are to remain viable. It is for this reason that performance appraisal of academic staff assumes increasing significance. This study addresses the aspect of introducing an individualised performance appraisal system for academic staff. The research is in the format of a literature review of performance appraisal in higher education followed by a questionnaire survey and interviews among academic staff at an institution of higher learning. The questionnaire survey and interviews prove that performance appraisal for academic staff is necessary. According to the interviews there is, however, not substantive support for an individualised performance appraisal system for academic staff. In view of the support for performance appraisal elicited by the questionnaire survey, however, the research recommends that an individualised performance appraisal system be introduced for academic staff on an experimental basis, and that the research goal be subjected to further research in a more extensive manner by taking a bigger sample and employing different research methods.
AFRIKAANSE OPSOMMING: Die hedendaagse tendens in hoër onderwys dui op 'n vermindering van finansiële ondersteuning deur die owerheid aan instellings vir hoër onderwys, ten spyte daarvan dat sodanige instellings hoofsaaklik aangewese is op die owerheid vir befondsing vir die handhawing, of selfs verbetering, van hoër onderwys. Terselfdertyd word daar groter verantwoording van instellings vir hoër onderwys vereis. Instellings van hoër onderwys sal ernstige oorweging daaraan moet skenk om ander inkomstebronne as staatsbefondsing te bekom, ten einde die befondsing deur die owerheid aan te vul. Bevordering en salarisverhogings vorm 'n groot deel van die uitgawes op die begroting van die instelling. Besluite in hierdie verband behoort derhalwe geneem te word op gesonde grondslae. Dit is om hierdie rede dat prestasieboordeling van doserende personeel toenemende belangrikheid aanneem. Hierdie navorsmg fokus _ op die instelling van 'n geïndividualiseerde prestasiebeoordelingstelsel vir doserende personeel. Die navorsing is in die formaat van 'n literatuurstudie van prestasiebeoordeling in hoër onderwys, gevolg deur 'n vraelysondersoek en onderhoude met doserende personeel by 'n instelling vir hoër onderwys. Die vraelysondersoek en onderhoude bewys dat prestasiebeoordeling van doserende personeel wel nodig is. Daar is egter, volgens die onderhoude, onvoldoende steun vir 'n geïndividualiseerde stelsel van prestasiebeoordeling vir doserende personeel. In die lig van die ondersteuning vir prestasiebeoordeling soos blyk uit die vraelysondersoek, beveel die navorsing aan die instelling van 'n geïndividualiseerde prestasiebeoordelingstelsel vir doserende personeel op 'n proefbasis, en dat meer intensiewe navorsing ten opsigte van die navorsingsdoelwit gedoen word deur 'n groter steekproef te neem en verskillende navorsingsmetodes te gebruik.
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Lekome, Botsang Patricia. "Professional development of primary school educators through the developmental appraisal system." Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-09122008-152948/.
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Chan, Yuk-ying Gloria. "A study on appraisers' and appraisees' perception to performance appraisal system /." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B19872422.
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Yue, Philip. "An airline cabin crew appraisal system with a service quality approach /." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1798242X.
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Bais, Joke Marie Jette. "Risk selection and detection a critical appraisal of the Dutch obstetric system /." [S.l. : Amsterdam : s.n.] ; Universiteit van Amsterdam [Host], 2004. http://dare.uva.nl/document/75819.
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Al-Said, Walyam Ghalib. "Development and evaluation of a staff appraisal system for Sultan Qaboos University." Thesis, University of Oxford, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.358418.
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Wan, Chung-chu, and 溫宗柱. "An analysis of the staff appraisal system in the Hong Kong government." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974600.
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Liu, Pak-lin, and 廖柏年. "An evaluative study of the performance appraisal system in government secondary schools." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31959027.
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Chan, Lai-chu, and 陳麗珠. "Teacher participation and its relation to the effectiveness of the appraisal system." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2012. http://hub.hku.hk/bib/B47967535.
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The ultimate goal of schooling is to provide quality education. In order to
enhance the quality of the teaching profession, the Education Bureau mandated all
aided schools to establish the school-based teacher appraisal system. To date, the
policy has been implemented for a few years. This study attempts to investigate how
teachers participate in the school-based appraisal system and analyze its relation to
the effectiveness of the system. Moreover, the researcher tries to examine the factors
affecting teacher participation in the appraisal and investigate the reasons behind
their actions.
The research method involves case studies of school-based teacher appraisal
in two aided primary schools in Hong Kong. Teacher participation is high in one
case while it is low in another case. The methods adopted include documentary
analysis, interviews and observations. The evaluation model of Stake (1967), which
compares the intention and reality of the policy, is also employed to analyze the
actual operation.
Findings reveal that teacher participation is a crucial factor to the
effectiveness of the school-based appraisal systems. Teacher participation in the
policy formulation and implementation stages directly affects the effectiveness of the
policy. Extensive teacher participation in establishing the appraisal policy is found to
have the following benefits, i.e. increasing the intelligence for decision-making,
leading to better and effective implementation of the policy, increasing the
acceptance of and ownership of the policy. In the policy implementation stage, the
participation level of the appraisers and appraisees is found to be correlated and
interdependent. The participation of both sides will affect whether the policy is
implemented as scheduled and ultimately to what extent the policy will achieve the
intended outcomes.
Factors affecting teacher participation in the appraisal can be categorized into four
levels, namely, the individual level, the policy level, the organizational level and the
societal level. These factors are interrelated and have an effect on one another. The
variation in the influence of these factors affecting participation may depend on different
people and different situations.
Apart from the fact that individual attitude would affect one’s degree of
participation in the appraisal, the elements or components of the policy, the school
culture and the Chinese culture would also affect the way in which teachers
participate in the appraisal activities.
Findings of the two case schools demonstrate that the developmental purpose
and the administrative purpose seem to be incompatible within one appraisal system
in the Hong Kong context, so the two purposes should be kept separate.
The study also confirms that the school culture characterized by trust,
collaboration, and valuing teacher growth can encourage the stakeholders to
participate in appraisal more actively. On the other hand, the Chinese cultural values,
i.e. face (mainzi), relation (guanxi) and favor (renqing), seem to be incompatible
with the principles of the school-based appraisal systems as requested by the
government, i.e. open, fair and transparent, and thus obstruct teacher participation in
appraisal.published_or_final_version
Education
Doctoral
Doctor of Education
31
Ndofula, Elizabeth Jaria. "Economic appraisal of changes to the South African tax system since 1990." University of the Western Cape, 2013. http://hdl.handle.net/11394/4312.
Full textAbstract:
Magister Economicae - MEconCountries reform their tax systems to improve economic and administrative efficiency, the impact on income distribution and their revenue-raising capacity. Globalisation has also affected the fiscal autonomy of countries and resulted in the reality of tax competition. The South African tax authorities have made significant changes to the tax system in over the past 20 years. The first phase occurred after the publication of the Margo Commission’s report in 1987 and the second phase followed the work done by the Katz Commission since 1996. The objectives of the reforms included the improvement of tax administration and collection, a re-evaluation of the efficiency and equity aspects of the different taxes, the broadening of the tax base, and most important, to bring the South African tax system in line with changing international tax practise.The main objectives of this study are to give a descriptive overview of the reforms, to investigate the economic rationale behind the reforms and to answer the question of whether the objectives of the reforms were actually achieved. The study fills an important void in the South African literature as it is the first comprehensive overview of the tax reforms since the 1990s.The nature of the study is qualitative and investigative. An overview of the theoretical literature is presented together with some evidence from developing countries. To determine whether the objectives were achieved, descriptive statistics are presented using secondary data from South African Revenue Service (SARS); National Treasury, the Organisation for Economic Co-operation and Development (OECD) and the South African Reserve Bank (SARB). The main findings are that the establishment of SARS contributed significantly to the administrative efficiency and revenue-raising capacity of the tax system. The taxing of fringe benefits under the personal income tax, the introduction of capital gains tax (CGT) and the residence-based principle contributed to the broadening of the tax base. The decrease of marginal rates of personal income tax (PIT) to be more in line with the rate on company income decreased the possibility of tax arbitrage. The phasing out of the secondary tax on companies together with the decrease of the rate of company income tax (CIT) increased the attractiveness of South Africa for capital-exporting countries. Significant tax relief to middle and lower-income earners over various years improved the equity impact. However it did not improve the position of the really poor, who are not liable for PIT. The increasing contribution of value-added tax (VAT) compensated to the decreasing contribution of trade taxes; the fact that the VAT rate has stayed constant, since 1993 is an indication of the unpopularity of the tax.
32
Davis-Frost, Diane. "Intentions and Implementation of the Professional Development and Appraisal System in Texas." Thesis, University of North Texas, 2000. https://digital.library.unt.edu/ark:/67531/metadc2721/.
Full textAbstract:
The purpose of this study was to describe the intentions of the designers of the Professional Development and Appraisal System (PDAS) in Texas and the perceptions of teachers regarding its implementation. Information for the study was gathered in two phases using two methodologies. The first was a semi-structured interview with four expert informants instrumental in the design and implementation of the PDAS at the state level. The second component of the study was conducted with teachers using a 37-item Likert survey. The population for this phase of the study was 150 elementary and 150 secondary teachers chosen randomly from three school districts in North Central Texas. The districts were selected to represent a variety of sizes in regard to student population and represent diverse student population characteristics and socioeconomic levels. Data from the semi-structured interviews and the returned surveys were analyzed to determine the designers' intentions and areas of emphasis and to describe the alignment the teachers' perceptions and the designers' intentions. Quantitative data gathered from the surveys were analyzed using descriptive statistics as well as a correlation and function analysis and analysis based on a Cronbach alpha coefficient. The analysis of data revealed the following:
1. Teachers perceived that the implementation of the PDAS has a high level of effect in the areas of learner-centered instruction; classroom management; support for all students; the professional growth of teachers; communication; learning application; and, TAAS improvement.
2. Teachers' perceptions were not affected by years of experience.
3. Teachers' perceptions were not affected by their field of instruction.
One implication of this study is that the final design represents the intentions of designers, although the area of student achievement is not weighted as heavily in teachers' evaluations as was originally intended. Furthermore, education leaders in Texas may conclude that teachers perceive a high level of impact upon their classroom practices as a result of implementation of the PDAS instrument. If future research reveals that the perceived impact is accurate and that classroom practices of teachers did change as a result of the instrument's implementation to the degree perceived, then this is a model for policy implementation at the state level that is extremely effective. Furthermore, additional researchers may investigate the link between classroom practices and student achievement. This research study is a first step toward describing effective, replicable practices.
33
Liu, Pak-lin. "An evaluative study of the performance appraisal system in government secondary schools." Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17596671.
Full text
34
Wan, Chung-chu. "An analysis of the staff appraisal system in the Hong Kong government." [Hong Kong : University of Hong Kong], 1985. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12313361.
Full text
35
Banabotlhe, Mogomotsi. "System requirements for service quality appraisal system (SQAS) to be used in commercial banks by blind customers." Master's thesis, University of Cape Town, 2008. http://hdl.handle.net/11427/10108.
Full textAbstract:
Includes bibliographical references (leaves 109-116).In a fast moving competitive sector like banking, the customer service department often finds it difficult to keep up with the pace at which customer concerns are raised. On the other hand, the speed at which this department responds to customer concerns determines the difference between keeping a customer and losing one. Thus, most banks have moved to technology to expedite the process of capturing and processing customer complaints. Unfortunately, not every customer serviced by these banks finds the deployed technologies accessible and usable. Among the customers who find technologies in the banks inaccessible and unusable are blind customers. In part, the inaccessibility of technologies used in banks may be attributed to poor requirements engineering. Poorly elicited requirements lead to the design of products which fail to satisfy the needs of the diverse population they service. The purpose of this project is to specify neatly validated requirements using the SMART criterion for a system that can be used to evaluate levels of customer satisfaction with services offered to them by banks. The envisaged system should be able to cater for the needs of the blind customers served by these banks. Data for the study was collected from blind people in a vocational school in Botswana, customer care managers in five different bank brands and the system designers. Data was collected through guided interview sessions, which on average lasted for thirty minutes per respondent. Data from the respondents was analyzed qualitatively and quantitatively. Data was summarized into tables, graphs, diagrams and charts to reveal trends. Data was further analyzed to specify the requirements of a system that allows blind customers to provide feedback to their banks. In an attempt to align the requirements to the specific needs of blind customers the specified requirements were reviewed and validated, guided by the principles of the SMART criterion.
36
Fuller, C. Ellen Stricklin (Cheryl Ellen Stricklin). "A study of evaluator consistency/stability in the appraisal of teacher performance." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc332511/.
Full textAbstract:
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.
37
Manghnani, Ranjit. "Designing and implementing a new appraisal system for the Ministry of Defence Police." Thesis, Middlesex University, 2000. http://eprints.mdx.ac.uk/6477/.
Full textAbstract:
When I started the project. I was Chief Inspector and the Head of Training for the Ministry of Defence (MoD), Police Training Centre (PTC) at Wethersfield in Essex. As the PTC was considered to be at the centre of the organisation, my role was seen to be that of a change agent. Therefore, I was an inside researcher. This raised two crucial methodological issues for the study. To ensure that the study was objective, reliable and valid, I had to take different approaches. Firstly, as the Head of Training, my role allowed me to quickly get to the core of the problem and I was able to generate extensive amount of crucial data. This challenged the organisational values and the power base of a hierarchical institute. The effect was complex, it meant that my learning was captured in a "personal way". This study produced Volume I, which explains the design, test, implementation of the new appraisal process and my learning. It also demonstrates my capabilities as an inside researcher who is able to shape major organisational change. Secondly, I had to use extensive collaborative approach to counteract the possibility of subjectivity which I encountered as an inside researcher. The collaborative approach produced Volume II, which is the study's tangible outcome. Volume II makes a professional impact on the whole of the Ministry of Defence Police (MDP) with a significant change in the organisations appraisal process. Further, as advocated by Bell (1997), being an inside researcher I had to maintain strict ethical standards at all times.
38
Lau, Mak Yee-ming Alice, and 劉麥懿明. "An appraisal of the income distribution effects of the Hong Kong taxation system." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31974430.
Full text
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Cheng, Yiu-mo Nelson, and 鄭耀武. "The effectiveness of the appraisal system for police constables of theHong Kong police." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B31967474.
Full text
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蘇靜如 and Ching-yu So. "A study on the performance appraisal system of the Hong Kong Immigration Department." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B41015630.
Full text
41
Lekome, Botsang Patricia. "Professional development of primary school educators through the developmental appraisal system." Diss., 2008. http://hdl.handle.net/2263/27909.
Full textAbstract:
This thesis deals with the developmental appraisal system which was introduced in 1998 to address the professional development of educators in the Republic of South Africa. Development Appraisal System (DAS) is one of the processes of transformation which was introduced after the democratic elections of 1994. This process was necessitated inter-alia by the following challenges, which seem to be faced by educators in the classroom: - Redeployment of educators;
- Upgrading of educator’s qualifications;
- Curriculum change. National Curriculum Statement (NCS);
- Outcomes Based Assessment (OBA); and
- Inclusivity–the policy that addresses learner’s barriers in the classroom, used to be called Education for Learners with Special Education Needs (ELSEN) .
- What is the nature and scope of DAS and how does it relate to the professional development of educators?;
- Which appraisal models can be used to understand and contextualise the DAS in the professional development of intermediate phase educators; and
- To what extent has DAS contributed to the professional development of the intermediate phase educators?
- The study revealed that appraisal was implemented in the Republic of South Africa but there are still some factors that may still limit the potential of appraisal and they are as follows:
- Lack of capacity of the appraisers, appraisees and the workshop facilitators;
- Lack of time; money and the necessary resources for the purposes of developing educators on the needs identified during the appraisal process.
- Lack of support from the Area Project Office; school development teams and School Management Teams (SMTs) due to overloading caused by the Post Provisioning Model (PPM). As a result of this model, the school structures failed to address the needs which were identified during the appraisal process;
- Inadequate training in appraisal; and
- Lack of monitoring of the appraisal process.
- That appraisers and appraisees be re-trained in appraisal as well as self assessment;
- That the training needs identified during the appraisal process be met;
- That the appraisal process be monitored; and
- Newly appointed educators should be mentored.
Dissertation (MEd)--University of Pretoria, 2008.
Curriculum Studies
unrestricted
42
Sekese, Nkeletseng Mamaraisane. "The perceptions of employees in the Thabo-Mofutsanyane and Xhriep Districts with regard to the effectiveness of the performance appraisal system in the Department of Social Development." Thesis, 2012. http://hdl.handle.net/10539/11557.
Full textAbstract:
The use of performance appraisal systems for employees is far from new. It has been recognised
that performance has to be managed in order for the organisation or government department to
meet its goal effectively. The main objective of this system is to ensure that all employees or
jobholders know and understand what is expected of them. It also includes managing poor or
unacceptable performance by giving guidance where needed, while still recognising and
awarding outstanding performance. However, do employees have a clear understanding of and
information about the system and do they real benefit from the system?
The researcher conducted this study in order to explore the perceptions of employees with regard
to the effectiveness of the performance appraisal system within the Department of Social
Development in two districts. Its aim was to make recommendations for improving the system in
relation to the most important themes or aspects that the employees (appraisers and appraisees)
have highlighted.
The proposed research project adopted a qualitative research approach and was exploratory in
nature. A multiple case study research design was used. Participants consisted of employees of
the Department of Social Development from two districts in the Free State who are appraisers
and appraisees. Purposive sampling, which is a type of non-probability sampling, was used to
select appraisers, while convenience sampling was used to select appraisees. A semi-structured
interview schedule was used in one-to-one interviews to explore issues and gather information.
The main findings of the study are that Social Development employees understand the
importance of implementing a performance appraisal system in the workplace. They revealed
that they still want the system to continue in the Department. However, their main concern is the
practical implementation of the system, and they reported that it needs to be improved. They
have suggested many areas that need to be improved in order for the system to be more effective
and to achieve its main purpose within the Department.
43
Wang, Hsuan-Lun, and 王璿綸. "Generalized Civil Servants Performance Appraisal System Study." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/43677083264645317128.
Full text
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Lu, Chung-Sheng, and 呂仲生. "An Appraisal System for Bilateral Vehicle Accident." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/83100890516740977376.
Full textAbstract:
碩士國立彰化師範大學
車輛科技研究所
99
In Taiwan, there are hundreds of accidents every day recorded by government due to the human factor and environmental factor. The accident usually involved the money dispute; therefore the accident appraisal must indicate the bilateral parties’ blame clearly: all blame; major blame; minor blame and none blame. This study employed Radial Basis Function Neural Networks to build an expert system for appraisal of bilateral vehicle accident. The database was built from 489 accident cases in Taiwan from the year of 2004 to 2008. According to Committee’s analysis, there are 30 appraisal basses including environmental basses and vehicle basses chosen to be the input of the expert system. The training stage was carried out by four types. Validation stage was carried out by using 100 fixed cases and the correctness was recorded. The training and validation processes were completed in one second. With the design of the graphical user interfaces, the system could be easier to use and circulate. The more users’ reflections and problem response, the more system’s disadvantage could be improved.
45
LUNG, CHIANG CHIN, and 江金龍. "Policy Changes on National Property Appraisal System." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/83741877215538209591.
Full textAbstract:
碩士國立臺北大學
公共行政暨政策學系碩士在職專班
94
Public policy has long been one of the concerning issues by Goverment bodies and entities through their purposed action,including decisions with no actions.However,modern academic policy textbooks still present a predominant problem concerning the ignorance the sense of history for those public policy researchers.For this,it becomes harder for us to understand how the policy trend decisive factors have evolved in the past ten years or even in the past forty yesr time. In the attempt to gain an understand of the policy trend evolvement,it becomes necessary to look into how actual policies have developed with time,and hence I hope that through a review study into the trend evolvement for the past ten years,I will fully grasp a public policy trend development. This,I further hope to evaluate how a disciplined policy trend within a given field has developed with time. National property's appraisal system has suffered a course of historical changes throughout Taiwan's restoration to date. For this,it is important to look into how actual policies have developed with time in order for us to gain a complete understanding of the evaluation policy evoluement since Taiwan's restoration. Hence, I hope to gain an overall outlion on the policy evolvement process during these 46 years since the establishment of the National Property Bureau of the Ministry of Finance in 1950. Through our investigation on national property evaluation policy changrs, attempts will be made to find out policy contents change,the basic belief embedded within these contents and the corresponding core and secondary values. Further,what are the purposes aimed to achieve with a policy change,were these changes affected by external and internal environment,how were these progressed and if successful,were these impacted by the external factors are issued addressed herein. This study aims to research the policy changes on national property appraisal system through academic analysis. Herein,discussions are held based on the property appraisal theory,strategy agenda and strategy evolvement related theories.
46
Thakur, G. "Exploring teacher perceptions towards the developmental appraisal system." Thesis, 2003. http://hdl.handle.net/10413/1831.
Full textAbstract:
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.
47
Chou, Hung-yu, and 周宏宇. "Development of An Appraisal System for Green Demolition." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/b465fh.
Full textAbstract:
碩士國立中央大學
營建管理研究所
97
Under the global development of sustainable construction, it becomes a trend for the recycling of building demolition wastes. However, the cost to recycle the demolition wastes becomes higher if they were very mixed in the first place. The result is low recovery rate. In addition, the recycled materials from very mixed demolition wastes frequently prevent them from becoming an ingredient for a higher value recycling product. Therefore, it is imperative to execute onsite source separation by employing proper steps. The objective of this research is to develop an appraisal system for the assessment of green demolition. Literature reviews about construction steps and waste handling for building demolition. The four major categories identified are reduce and recycling, energy conservation, environmental protection and safety precaution. Fuzzy Delphi method are first employed in this study to identify the major categories and their corresponding items for assessing the “greenness” of a demolition project. AHP (Analytical Hierarchy Process) method is then employed to determine the weighting of major categories as well as the sub items in each category. As a result, this study proposes an appraisal rating system to assess the “greenness” of a demolition project. With the appraisal system, the recovery rate of building demolished wastes can be increased and improving the Building Demolition quality.
48
WANG, MING-HO, and 王明河. "Study on the Appraisal System of Medical Negligence." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/wyv25b.
Full text
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Fu, Mu-Lung, and 傅木龍. "The Study of Middle and Primary school Teacher Appraisal system and its implication for the system of teacher appraisal in Taiwan." Thesis, 1998. http://ndltd.ncl.edu.tw/handle/05376793465246504548.
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50
Goba, Sybil Sibongile. "Performance Based Teacher Appraisal and Development." Thesis, 2002. http://hdl.handle.net/10530/729.
Full textAbstract:
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.