Evaluation of Expert Teachers And

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EVALUATION OF EXPERT

 TEACHERS AND

EVALUATION SYSTEM

Reporter: Marielle Grace S. Arellano 

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EVALUATION OF EXPERT

 TEACHERS

In order to reward and motivate teaching excellence, Cangelosi

(1991) suggests summative evaluations based on cost-effective

measurements to serve as bases for designing merit-pay

programs (based on levels of productivity), and career ladder

programs (schemes to enhance teachers’ opportunities for

promotions). The success of these strategies depends on how

well the evaluation instruments discriminate meritorious,

excellent instruction from a teaching performance that is merely

competent.

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EVALUATION OF EXPERT

 TEACHERS  • Summative evaluations for expert teachers are

designed to identify exemplary meritoriousinstruction. This presupposes that they areproperly identified and screened. They can be

recognized through:• Consistent high summative evaluations ratings 

on classroom performance over a period of 3 years  

• Endorsement from peers (colleagues and 

professional groups)• Fulfillment of higher level credentials (i.e.,

graduate programs) • Scholarly work (research and publications). 

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EVALUATION SYSTEM   The choice of criteria is usually guided by the

mission-vision of the school, as well as accepted

concepts and principles found in the literature.

As a rule, the evaluation system implemented in

a school is clearly defined in faculty and

administrative manuals.

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EVALUATION SYSTEM  Evaluation systems include specific elements such as:

Rationale  – explains the nature, objectives and

benefits to be derived from the evaluation systemAreas of evaluation  – identify the different

dimensions to be assessed in addition to classroomteaching such as efforts exerted towardsprofessional growth, demonstration of ethical

conduct, community involvement and otherindicators of what may be considered as “going theextra mile” 

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EVALUATION SYSTEM  The evaluation procedure specifies the

following:The data-gathering process (including the

instruments to be used)

The feedback mechanism

The needed documents to be submitted to support

claims about accomplishments and achievements.

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EVALUATION SYSTEM   The schedule and frequency of the evaluation

The identification of the evaluators (i.e.principal, assistant principal, subject area

coordinator)

It also explains the way the different criteriawill be assessed and the weight apportionedfor each criterion

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OVERALL FACULTY EVALUATION

FORM

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AN EXAMPLE OF

ASSIGNING WEIGHTS