Design Of Computer Instructor Performance Appraisal Based On Competency With The Analytical Hierarchy Process (AHP) Method
Introduction
In today's fast-paced and competitive educational landscape, the performance of instructors plays a crucial role in determining the quality of educational services provided to students. The Binus Center Gajah Mada Medan, a renowned institution in Medan and surrounding areas, has collaborated with various well-known schools through the BCEP (Binus Center Education Partner) program for the Implementation of Information and Communication Technology Education (ICT). As part of this collaboration, all computer instructors are provided by the Binus Center. However, the performance appraisal of these instructors has been found to be less comprehensive, failing to fully cover aspects of competence that are essential for evaluation.
The Importance of Competence in Instructor Performance Appraisal
Competence, as defined by Lyle M. Spencer and Signe M. Spencer, refers to characteristics inherent in individuals that function to predict behavior and performance in various situations and work tasks. In the context of instructor performance appraisal, competencies are critical in determining the effectiveness of educational services provided to students. The assessment of competencies can be used to identify areas of strength and weakness, enabling institutions to develop targeted strategies and policies to improve instructor performance.
The Analytical Hierarchy Process (AHP) Method
The Analytical Hierarchy Process (AHP) method is a decision-making tool used to determine the priority weight of existing competencies. This method involves processing each relevant competency criterion and distributing questionnaires to stakeholders involved. The AHP method is particularly useful in this study as it enables the identification of the most critical competencies for instructor performance appraisal.
Identifying Competencies for Instructor Performance Appraisal
Through the AHP method, this study identified 10 main competencies that are essential for the performance appraisal of computer instructors. These competencies include:
- Empathy: the ability to understand and relate to students' needs and emotions
- Conceptual Thinking: the ability to think critically and develop innovative solutions
- Analytical Thinking: the ability to analyze complex information and make informed decisions
- Organizational Understanding: the ability to understand and manage organizational systems and processes
- The Ability to Influence: the ability to motivate and inspire students to achieve their goals
- Direct the Ability to Lead Groups: the ability to lead and manage groups of students effectively
- Self-Control: the ability to manage one's emotions and behaviors in a professional setting
- Find Information: the ability to locate and retrieve relevant information
- Self-Confidence: the ability to believe in one's abilities and confidence in teaching
Prioritizing Competencies
The three competencies with the highest weight are empathy, conceptual thinking, and analytical thinking. Strengthening these three competencies will be very beneficial for the Binus Center in formulating strategies and policies to improve instructor performance.
Designing a Competency-Based Performance Appraisal
As a further step, programs and action plans are compiled which are divided into two time categories, namely short-term (1 semester) and long-term (1 school year). Short-term plans include activities such as:
- Sharing Sessions: sharing best practices and experiences among instructors
- Application of Appropriate Teaching Methods and Strategies: developing and implementing effective teaching methods and strategies
- Implementation of Micro Teaching: providing opportunities for instructors to practice and refine their teaching skills
Meanwhile, for the long term, the program includes:
- Gathering: collecting data and information on instructor performance
- Training to Head Office for Comparative Studies: providing opportunities for instructors to participate in training and development programs
- Continuing Training: providing ongoing training and support to instructors
- Seminars by Inviting Competent Speakers: inviting experts to share their knowledge and expertise on topics such as empathy, conceptual thinking, and analytical thinking
Conclusion
The design of a competency-based performance appraisal using the AHP method is a significant innovation in the field of instructor performance appraisal. This approach enables institutions to identify the most critical competencies for instructor performance and develop targeted strategies and policies to improve instructor performance. By strengthening the three competencies with the highest weight, empathy, conceptual thinking, and analytical thinking, the Binus Center can improve instructor performance and enhance the quality of educational services provided to students.
Q: What is the purpose of a competency-based performance appraisal?
A: The purpose of a competency-based performance appraisal is to identify the most critical competencies for instructor performance and develop targeted strategies and policies to improve instructor performance.
Q: What is the Analytical Hierarchy Process (AHP) method?
A: The Analytical Hierarchy Process (AHP) method is a decision-making tool used to determine the priority weight of existing competencies. This method involves processing each relevant competency criterion and distributing questionnaires to stakeholders involved.
Q: What are the 10 main competencies identified for instructor performance appraisal?
A: The 10 main competencies identified for instructor performance appraisal are:
- Empathy: the ability to understand and relate to students' needs and emotions
- Conceptual Thinking: the ability to think critically and develop innovative solutions
- Analytical Thinking: the ability to analyze complex information and make informed decisions
- Organizational Understanding: the ability to understand and manage organizational systems and processes
- The Ability to Influence: the ability to motivate and inspire students to achieve their goals
- Direct the Ability to Lead Groups: the ability to lead and manage groups of students effectively
- Self-Control: the ability to manage one's emotions and behaviors in a professional setting
- Find Information: the ability to locate and retrieve relevant information
- Self-Confidence: the ability to believe in one's abilities and confidence in teaching
Q: Which three competencies have the highest weight?
A: The three competencies with the highest weight are empathy, conceptual thinking, and analytical thinking.
Q: What are the short-term and long-term plans for implementing a competency-based performance appraisal?
A: The short-term plans include:
- Sharing Sessions: sharing best practices and experiences among instructors
- Application of Appropriate Teaching Methods and Strategies: developing and implementing effective teaching methods and strategies
- Implementation of Micro Teaching: providing opportunities for instructors to practice and refine their teaching skills
The long-term plans include:
- Gathering: collecting data and information on instructor performance
- Training to Head Office for Comparative Studies: providing opportunities for instructors to participate in training and development programs
- Continuing Training: providing ongoing training and support to instructors
- Seminars by Inviting Competent Speakers: inviting experts to share their knowledge and expertise on topics such as empathy, conceptual thinking, and analytical thinking
Q: How can a competency-based performance appraisal improve instructor performance?
A: A competency-based performance appraisal can improve instructor performance by identifying areas of strength and weakness, enabling institutions to develop targeted strategies and policies to improve instructor performance.
Q: What are the benefits of a competency-based performance appraisal?
A: The benefits of a competency-based performance appraisal include:
- Improved instructor performance: by identifying areas of strength and weakness and developing targeted strategies and policies to improve instructor performance
- Enhanced quality of educational services: by ensuring that instructors have the necessary competencies to provide high-quality educational services
- Increased student satisfaction: by ensuring that instructors are able to meet the needs and expectations of students
Q: How can institutions implement a competency-based performance appraisal?
A: Institutions can implement a competency-based performance appraisal by:
- Identifying the most critical competencies: for instructor performance
- Developing targeted strategies and policies: to improve instructor performance
- Providing ongoing training and support: to instructors to develop their competencies
- Evaluating and refining the performance appraisal system: regularly to ensure that it is effective and efficient.