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model of teacher evaluation in medical higher educational institution n.
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Model of teacher evaluation in medical higher educational institution

Model of teacher evaluation in medical higher educational institution

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Model of teacher evaluation in medical higher educational institution

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  1. Model of teacher evaluation in medical higher educational institution VasilievaE.Yu.

  2. Basic term Evaluation 1. [Latin attestatio - certificate] – determination of qualification (QUALIFICATION); official characteristic of employee; opinion of properties, merits; assessment of smb’s knowledge, abilities, advantages, worksuccess, studies conducted by officials. (Source: “Dictionary of Foreign Words". KomlevN.G., 2006) 2. (derived from Latin attestatio — certificate) of teachers, complex assessment of qualification level, pedagogic professionalism and productiveness of activities of employees of state, municipal educational institutions. (Source: «Pedagogic Dictionary»)

  3. What is evaluation goal? • Confirmation of employees’ adequacy for the position held on the basis of objective and comprehensive assessment of their professional activities. • What does evaluation contribute to? • rational use of employees’ educational and creative potential, • improvement of their professional level, • optimization of training, selection and placing of employees.

  4. Issue background • evaluations were conducted until the mid- 1970s • mid-1970s – 2009 – evaluations were «forgotten» by higher educational institutions, • election on a competitive basis – singular procedure confirming adequacy for position, being elected means adequacy.

  5. Why do we return to forgotten «tool for improvement of educational services quality»? • Order of RF Ministry of Education and Science «Approval of Regulations on Procedure for Conduction of Evaluation of Employees Holding Academic-teaching Positions» (August 2009) • University internal regulations and standards (adopted by NSMU Scientific Council decision of 14.12.2011): • Regulations on Procedure for Conduction of Evaluation of Employees Holding Academic-teaching Positions in NSMU; • Qualification requirements to teaching staff positions.

  6. How should one conduct evaluation? or two stages of evaluation • First stage of evaluation • Evaluation of : • qualification, • business qualities and personal properties of employee, • results of his/her professional activities.

  7. Who and how is evaluation conducted by? • Objective and comprehensive evaluation is conducted by organization units (institutes, departments). • They can choose their methods of evaluation and determine how evaluation procedure is realized (study of portfolio, questionnaire surveys including students).

  8. What is final result or product after first stage of evaluation? Prepared presentation of teacher. Recommendations: • for enrolment of teacher in staff reserve, • for appointment as tutor, • for competence improvement.

  9. What is import of second stage of evaluation? Second stage of evaluation – matching (mismatching) of employee adequacy for position. • In NSMU, there are 342 regular teachers, but this year, not all of them are evaluated. Who exactly? - Rector’s Order. • How is the list determined? • This year, only those teachers are evaluated who passed competitive enrolment two years ago. • In the University, there are set up three evaluation commissions under Vice-Rectors’ guidance.

  10. How often is evaluation conducted? • Evaluation is conducted once in five years. • Evaluation can be conducted also in period of term contract (even if it is concluded for two-three years). • Categories that are not subject to evaluation have been determined.

  11. What is evaluation procedure? Distribution of announcements with timing of interview and consideration of documents by evaluation commission. Important! Evaluation is particularly a discussion of perspectives, it is not «a summons».

  12. Scheme of second stage realization • preparation of presentation by organization unit, • evaluated person’ getting to know presentation against signature (agreement/disagreement) • delivery of notification: «Meeting-review has been fixed for you…» • immediate supervisor (Department Head) presents his/her subordinate to members of Commission. Evaluated person can agree or disagree with him/her, add, specify, explain something. • members of Commission ask questions, conversation takes place about teacher’s vision of his/her future at Department, Institute, University.

  13. Who are members of Evaluation Commission? highly qualified specialists among teaching staff representatives of Staff Office heads of NSMU units Trade Union Organization

  14. What is evaluation result? Adequacy (inadequacy) of employee for position held. Provision of Ministry of Education and Science envisages two evaluation levels Adequate for position held Inadequate for position held two levels fixed in NSMU «satisfies especially high requirements to position» «is adequate for position held providing implementation of recommendations of Evaluation Commission and repeated evaluation»

  15. Who makes management decision according to evaluation results? • Organization Head makes decision. • Commission can not promote or reduce. • During thee days after Commission meeting,teacher should be introduced to evaluation sheet and, if he/she does not agree with results, he/she has the right to seize the court according to RF legislation.

  16. What measures are envisaged after evaluation? What procedure’s «dividends» can teachers receive? Measures: • rewarding of employees, • promotion, • enrolment in personnel reserve, in tutors, • advanced training. • reduction, • Dismissal.

  17. Are amendments in evaluation procedure possible? Amendments and additions are unavoidable Is approbation necessary? Repeated discussion of documents