خبير تربوي يوضّح لـ«عكاظ» معايير تقييم الأداء الوظيفي لشاغلي الوظائف التعليمية

The performance evaluation guide for educational job holders has revealed the implementation of the performance curve for educational job holders, which will take effect with the start of the performance cycle for the academic year 1447-1448 AH. This will make the evaluation more accurate and based on the obligation to collect tangible evidence and examples of tasks and actual work execution. The guide clarified that the application of the cycle aims to achieve strategic objectives, enhance the culture of institutional values, and link performance to results, in addition to distinguishing high performers and preparing professional development plans for low-performing employees. The performance cycle consists of three main stages: First: Performance planning at the beginning of the academic year by defining measurable tasks and objectives. Second: A mid-term review to monitor progress and improve performance levels. Third: The final evaluation at the end of the year according to specific criteria. This approach aims to enhance the effectiveness of supervisory formations and link supervisory and operational tasks to smart goals characterized by clarity, measurability, and feasibility within a specified timeframe. For his part, educational expert Makhlid Al-Ruqai revealed to "Okaz" that according to the official description of teacher performance within the performance evaluation guide for educational job holders, ranked from highest to lowest: (Excellent) is ideal performance when the teacher fully achieves their goals with high efficiency and demonstrates excellence; (Very Good) exceeds expectations with very strong performance without being superior in all aspects; (Good) is balanced performance that meets the basic and acceptable requirements from the teacher; (Satisfactory) or acceptable, needing development as there are goals that have not been achieved as required, and performance lacks distinction or clear positivity; and (Unsatisfactory) is performance below the minimum expected, with clear problems needing immediate intervention for improvement. Al-Ruqai added: "The five-tier ranking for evaluating teacher performance in the educational field has a significant impact, as it motivates teachers, achieves fairness and transparency through clear assessment criteria, reveals strengths and weaknesses, and improves the quality of education, accountability, and responsibility, thereby raising the level of discipline in the educational field." The educational expert revealed that the elements of performance evaluation include fulfilling job duties, interacting with the local community, engaging with parents, diversifying teaching strategies, improving learner outcomes, preparing and implementing learning plans, employing appropriate educational technologies and methods, creating a conducive learning environment, classroom management, analyzing learner results, and diversifying assessment methods.