THE KINGDOM OF BAHRAIN
EDUCATIONAL LEADERSHIP PROGRAMME
INDIVIDUAL ASSIGNMENT
MODULE: 10
NAME : Abdulrahman Ahmed Eid
CPR : 660111292
GROUP : B team 2
EMAIL : bineid@batelco.com.bh
SCHOOL : Busaiteen Primary Boys School
Total Number of Words: 1083
I used a Prepared “360 degree performance appraisal” for myself. A “360 degree performance appraisal” is characterized by a systematic review of the performance of my self from multiple perspectives, namely:
(i) A superior; i.e. my principal Mr. Mohamed Sualeh who have as a principal for eight years three of them with me.
| Principal | |
| Question | Score |
|
Inspires people to want to be part of a team.
|
5 |
|
Sets specific personal goals for the organization.
|
4 |
| Establishes clear priorities when multiple goals conflict.
|
4 |
| Appropriately delegates: When, to whom, and what.
|
4 |
| Adjusts his or her management style to changing or unique situations
|
5 |
| Acts fairly and does not show favoritism to some employees.
|
5 |
| Prepares and manages a realistic budget for his or her
|
5 |
| 32 | |
| Average | 4.57 |
| Standard Deviation | 0.49 |
The average was 4.57 which mean excellent in the average.
(ii) a subordinate; and I choose a senior teacher for the first circle Mr. Abduljalil Jumaa who work closely with me for three years because I am in-charge of first circle, and he have an experience in teaching for 13 years 6 of them as a senior teacher.
| Senior teacher | |
| Question | Score |
|
Inspires people to want to be part of a team.
|
5 |
|
Sets specific personal goals for the organization.
|
5 |
| Establishes clear priorities when multiple goals conflict.
|
4 |
| Appropriately delegates: When, to whom, and what.
|
5 |
| Adjusts his or her management style to changing or unique situations
|
4 |
| Acts fairly and does not show favoritism to some employees.
|
5 |
| Prepares and manages a realistic budget for his or her
|
5 |
| 33 | |
| Average | 4.71 |
| Standard Deviation | 0.45 |
The average was 4.71 which mean excellent in the average.
(iii) a colleague; I choose a senior teacher for mathematic department, who we delegate him as vice principal in the absent of vice principal and who work with me for three last years(the new vice principal work with me only for one month), and he have an experience in teaching for 14 years 7 years of them as a senior teacher.
| Senior teacher 2 as a colleague | |
| Question | Score |
|
Inspires people to want to be part of a team.
|
5 |
|
Sets specific personal goals for the organization.
|
4 |
| Establishes clear priorities when multiple goals conflict.
|
5 |
| Appropriately delegates: When, to whom, and what.
|
5 |
| Adjusts his or her management style to changing or unique situations
|
5 |
| Acts fairly and does not show favoritism to some employees.
|
4 |
| Prepares and manages a realistic budget for his or her
|
5 |
| 33 | |
| Average | 4.71 |
| Standard Deviation | 0.45 |
The average was 4.71 which mean excellent in the average.
(iv) a self-reported assessment. I have an experience as teacher for 15 years, and 3 years as a school vice principal in Busaiteen primary boys school.
| Self evaluation | |
| Question | Score |
|
Inspires people to want to be part of a team.
|
4 |
|
Sets specific personal goals for the organization.
|
3 |
| Establishes clear priorities when multiple goals conflict.
|
4 |
| Appropriately delegates: When, to whom, and what.
|
4 |
| Adjusts his or her management style to changing or unique situations
|
5 |
| Acts fairly and does not show favoritism to some employees.
|
5 |
| Prepares and manages a realistic budget for his or her
|
5 |
| 30 | |
| Average | 4.28 |
| Standard Deviation | 0.69 |
The average was 4.28 which mean very good in the average.
I collected multiple perspective reports from 4 sources as mentioned above based on the given set of survey questions and here I would like to state my finding.
I think that the findings from the “360 degree performance appraisal” is not accurate- in my case- specially when all participant were affected by the same culture as the culture of Bahrain which does not accept performance less than excellent or at lest very good, also in my case all the participant are in good relation with me so they may gave me more than I disserve -as I believe – even though I explained for them the purpose of this performance appraisal and I choose two senior teacher which I trusted their courage and honesty and have a good relationship with them, that allow them to said the truth without any doubt about affecting our good relation. The other surprise for me, was my performance appraisal which was done by my principal almost the same as the others, and it was better than my actual appraisal for the last two years which I didn’t accept at that time!
As I mentioned above I don’t believe of the accuracy or validity of the finding from the”360 degree performance due to some circumstances such the relation between the participants and the individual to be evaluated and the culture of the organization, but it still a good tool because it reduced the errors in evaluation the staff. I think my performance appraisal done for this reflection essay is an excellent validity if we take the average and I believe that it is fair.
The most common points between the four participants are items no.3,4,5,6&7 and all of them get high performance between often and always. Items no 1&2 are vary due to the self evaluation which choose sometime as performance degree where as the other participants choose the high performance degree.
I think the “360 degree performance appraisal” is very helpful because it reduce the errors in evaluation and the staff –as I believe- will be satisfied when he know that performance appraisal was done by many participants from different level and when he accept it there are a lot of work to be done by the staff and his boss to improve his performance.
A side from the “360 degree performance appraisal”, now a days a new performance appraisal is established in schools of Bahrain, it start in the beginning of the year when the principal set with the teacher to determine the a set of goals for the teacher to a cheap during the academic year and establish a plan and dates to a cheap these goals, and they meet several times to discuss what kind of improvement has been done, what kind of help the teacher need and what work need to done. I think this is a suitable performance appraisal models for the current education change and reforms in the Kingdom of Bahrain beside the 360 degree appraisal.
