Self-Evaluation

3 Key excerpts on "Self-Evaluation"

• 

  eBook - ePub

  School Inspection & Self-Evaluation

  Working with the New Relationship

  • John Macbeath(Author)
  • 2006(Publication Date)
  • Routledge

    (Publisher)

  6 Self-Evaluation, review, audit, self-assessment and self-inspection

  Caminante no hay camino, se hace camino al andar Traveller, there is no path, you make the path as you walk

  There is a plethora of terms for Self-Evaluation. Many describe the same things under a different name. However, often different terms refer to the same thing. This chapter teases out some of the important distinctions among common terminology, raising questions as to differing claims and outlines the seven key elements of Self-Evaluation.

  Self-Evaluation is a process of discovery rather than a tedious adherence to a well-trodden trail. Yet, as we have seen from surveys and research of what happens on the ground, the path is clearly marked out milestone by milestone for the weary traveller and is less a voyage of discovery than an impatient dash to the destination.

  Self-Evaluation has had a chequered history in British education. In the last half century it has been embraced, discarded and re-invented. It has, however, never gone away because it rests on an unassailable logic. As individuals, as groups, as organisations if we are blind to our faults and ignorant of our strengths we are unlikely to grow. There is a cartoon of an ugly ducking gazing at its own reflection in a pond and seeing an elegant swan. This may be the promise of things to come or it may simply be self-delusion. ‘Know thyself’, the counsel of the Oracle at Delphi was prescribed as the antidote to self-delusion and became the byword and underpinning philosophy of the Scottish approach to Self-Evaluation which has grown steadily from its first tentative piloting in 1989.

  Previous incarnations of Self-Evaluation enjoyed a brief life because, as Brian Fidler comments in reference to a previous set of protocols known as GRIDS,1 teachers were ‘better at identifying improvement rather than bringing about improvement’. GRIDS and other forms of Self-Evaluation took a back seat as a new inspection regime in the early 1990s raised the profile of external evaluation. There was, within the government, an impatience with Self-Evaluation. It was seen as too soft, too complacent and too much in the hands of the profession. It needed the much firmer and more objective hand of an external inspectorate. It was to take a change of government in 1997 before Self-Evaluation was reborn and forced on a reluctant Chief Inspector.2

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  Client Services & Human Relations NQF2 SB

  TVET FIRST

  • S.T.A.L.K Education, South West Gauteng College(Authors)
  • 2013(Publication Date)
  • Macmillan

    (Publisher)

  Businesses, projects, departments or individual careers can all be managed in the same way using the same concepts. They all need to have goals. A business has to determine where it is, and then decide where it wants to be in the short, medium and long term. The same applies to a person who is planning a career, or a department that needs to meet its objectives. Management may assist in the career development of employees, but it is the personal responsibility of each individual employee to drive and maintain his or her own course of development. In order to meet one’s development goals, you must identify what skills you currently have (and realistic level thereof), as well as the skills you still need to acquire in order to be prepared for a particular position – or reach a particular goal. The method used to identify such needs is entirely up to the individual; one such method is self-assessment, which will be discussed further over the following few pages. For example: You might be good at planning your time at work so that you manage to finish all your tasks in time BUT you might need some further training in dealing with clients and fellow employees as people perceive you to be rude and unfriendly. 4.1 Self-appraisal There are a number of ways of evaluating personal skills levels in the workplace. One is by completing a self-appraisal or a performance appraisal. This involves the employee completing an appraisal form, which he or she then discusses with his or her manager or supervisor. When an employee completes an appraisal it is important that he or she considers the points carefully and is completely honest in his or her responses. The self appraisal is usually completed before the interview with the supervisor so that the employee has time to prepare and focus on what he or she expects to achieve. If the employee is not entirely truthful, this will soon come out in the interview.

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  Advertising & Promotions NQF3 SB

  TVET FIRST

  • Sparrow Consulting(Author)
  • 2013(Publication Date)
  • Macmillan

    (Publisher)

  Knowing our individual strengths and weaknesses is valuable to our personal development. It can also help Inherent : Natural; built-in. Words & Terms 173 Module 13: Demonstrating knowledge and understanding of oneself as a worker in a specific work position us to find out how we can be most effective in a group or team and how we can contribute the most to the group’s activities. Identifying personal strengths and weaknesses As you know by now, a common tool that is often used to analyse the strengths and weaknesses of a company is a SWOT analysis . We will look at the SWOT analysis again later on in this module. Figure 13.1: Another way of representing the four components of a SWOT analysis. There are certain tools we can use to identify our personal strengths and weaknesses. These include self-reflection and feedback . Self-reflection Self-reflection involves taking a critical (but not negative) look at ourselves. This will bring to light the areas in which we are either strong or weak. There are many tools we can use for self-reflection. These include formal group discussions (perhaps during work meetings), informal conversations with friends and family, and mind-mapping for when you want to visualise your thoughts on a page. However, there are some basic things that need to be done to ensure that these tools are used effectively: • Ask lots of questions. • Dedicate time for reflection (in other words, make sure that you have a specific time for reflection). • Think in broad or general terms. Let us see how this is applied in practice. SWOT analysis : A reflective tool used by companies to examine areas where they are strong or weak. It can be applied to people who want to examine their personal strengths and weaknesses. Self-reflection : Examining yourself and thinking about your inner thoughts and feelings. Feedback : Opinions or information about something, which is obtained from other people. Critical : Carefully analysed and honestly considered.

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