I suggest so because it is often healthier initially for an employee to evaluate and rectify himself based on what he believes he lacks, rather than giving an outright harsh list of complaints from students or supervisors like myself at the first stage. Therefore, my overall plan to help Mr. Smith is to get him to work on his self-assessment, followed by some feedback from students and fellow teachers, then formulating a plan to help overcome his shortcomings as an institutional performer. The central idea will be to identify and work on his strengths and weaknesses and to assess what more can be done to improve his performance.
Step 1: Initiate self-assessment using instruments and inventories. For giving this process a push, I would arrange an informal meeting with Mr. Smith after school. In this meeting, I would outline with his help, the purpose of this activity and what we hope to achieve by the end of it. Next, I would hand over to him some documents which include his past appraisals and remarks of the principal, myself, the curriculum director and the students. These will give him an idea as to what to consider. Having prepared a list of skills and competencies required and expected of in our school from our teachers, I would ask Mr. Smith to assess the list and use it to perform his self-assessment. All the above inventory will act as a criteria for the self-assessment. Asking him to go home and work on the task handed to him, I would arrange a next meeting of a similar fashion with him after a few days.
Before the completion of Mr. Smith’s task, I will need to gather some idea as to how well Mr. Smith is at his job by asking the students and his fellow colleagues. This can be done either on a one on one basis or by questionnaires handed out. This step will come in handy at a later stage.
Step 2: Perception of self: How accurate? An individual’s perception of oneself involves their knowledge of the ...Show more