The effects of performance appraisal on teacher development : a case of Secondary School teachers of Laikipia West District, Kenya
Gichuhi, David M.
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The purpose of this study was to get the effects of performance appraisal on teacher development. Beardwel et al (2004) asserts that the performance appraisal also serves as the mechanism for feeding back information to the manager about current levels of performance enabling him/her to identify and negotiate adjustments or further development needs. Other specific objectives included proper training and training needs assessment, use of feedback to promote and reward, structural effects and relocation of staff and finally on teacher development. The study is considered important to various stakeholders including the teachers service Commission, School principals, the Ministry of Education and Teacher trade unions. The research adopted a descriptive research design and the population size was 393 that included teachers and principals from three regions. A sample size of 10% was drawn for the teachers and 30% for the principals, from the population; a systematic sampling technique was used to select the respondents. Data was collected by use of questionnaire method which had both closed and open ended questions. Data was analyzed using descriptive statistics including frequency distribution tables and percentages. At the end of this study the researcher established the effects of performance appraisal on teacher development in Laikipia West district, Kenya. In addition to this it established how proper training needs assessment and training of staff, use of feedback to promote and reward and structural effects and relocation finally contribute to teacher development. The findings of the study suggested that the performance appraisal activities were not very effective thus need to be improved. It also showed that proper training needs assessment and training of staff, use of feedback to promote and reward and structural effects and relocation contribute to teacher development. The study came up with recommendations which include the increase in the number of times performance appraisal is done to make it more effective. A proper basis of the performance appraisal exercise and effective tools being established, it should also be made mandatory. In order to improve teacher development levels there should be sponsorship of teachers for education courses and be given an opportunity to go for in-service courses. There is need for opportunities to discuss individual performance appraisal results. Proper policies on relocation should be established and the basis should be the performance appraisal results.
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