Many performance appraisal systems ask the employee to do an initial self-evaluation to give to the supervisor who will be preparing his or her performance valuation.

What has been you experience? What do you think are the pros and cons of this technique?
Please respond to the following blog regarding another colleagues’ blog posting below: only comments or critiques to the following blog (only respond to this blog posting only)
1. Tell us about the performance appraisal system where you work. How often is it done? Which of the approaches discussed in Chapter 8 pertains to the system where you work?

What errors or biases have you witnessed? How satisfied overall are you with this system? If applicable, how would you make it more effective? If you are not currently working, refer to a past job or interview someone who is working.

I am a teacher in the Duval County School System. We utilize a performance appraisal called the CAST, (Collaborative, Assessment, System for Teachers). This form of performance appraisal consists of several observations every school year as well as student growth. There are a minimum of two formal observations and at least one informal observation during the school year

. For a formal observation, the teacher is allowed to prepare a lesson in a subject area of their choice. The administrator assigned to that grade level is scheduled to come in during the specific time which the teacher and the administrator discussed in the pre observation. During the observation, the administrator is looking for evidence in various categories such as the learning environment and communication with the students. For the informal observation, the same procedures as the formal observation applies except that any administrator can complete the observation during an unplanned time.

The student growth is based on the assigned state test for the specific grade level. At the end of the school year, a final evaluation is discussed in detail. The CAST ratings range from Unsatisfactory to Highly Effective, which results in a numerical value that can average up to 100 points. The student growth portion also has a numerical value that can be up to 100. I think CAST leans more towards the Behavioral Approach.

There are various administrators are responsible for keeping a detailed copy of what was said during the observations. There is also prompt feedback that is provided after the observation from the administrator. During the final evaluation which is done by the principal, teachers have an opportunity to contest their evaluation or accept it. While I have not had any difficulties with this system, I would prefer another form of evaluation.

The CAST can be very subjective. Depending on the administrator which performs the observation the ratings can change substantially. Also, from year to year the students can change drastically which can affect the student growth as well. I am not certain of an evaluation for teachers that I would be so subjective, however I am hoping one will be created which can be a true picture of the teacher’s performance.