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Consider bringing samples of student work, portfolios, and artifacts to demonstrate evidence of
your practice and strengths.
2. Classroom observation(s)
These should occur on the date and time agreed upon in advance. Check your pre-observation
notes to review the competencies being focused on. Prepare your class so they are aware that
there will be an observer in the class. This is not the time to try a new instructional strategy, or
ignore a behaviour issue that arises. Jot down some notes following the observation. Ask for
feedback as soon as possible afterward.
3. Post-observation meeting
At this meeting the evaluator will
Be prepared to ask questions so you fully understand the feedback, and to provide input on
recommendations made after all, it is your professional growth. This is your opportunity to
identify any concerns you have about the process.
4. Summative report
There should be no surprises in the content of the report or the rating or recommendations. Your
signature acknowledges receipt of the report. Members can contact ETFO at any time throughout
the process. If you receive an unsatisfactory rating, it is very important to contact the federation
as soon as possible for support and advice.
Reflections from a new teacher on the TPA process
When I first found out about NTIP and the TPA, I immediately became anxious and dreaded the
whole evaluation. Lessons hardly ever go exactly as youve written them on paper, and I could
think of a million things that could go wrong while my principal was observing me.
My mentor helped me by discussing which lessons I should choose. For my first observation
my principal was going to observe my grade 2 lesson on probability, which included a lot of
manipulative and hands-on tasks so a lot of opportunity for chaos. I continued to feel anxious
until after I had my first meeting with my principal.
During that meeting my principal made sure I understood that this was an observation, rather
than an evaluation, and it was not meant to point out my every flaw and mistake. The goal was to
show off my strengths as a teacher and perhaps discover some beneficial areas for professional
development. After speaking with her I instantly felt more relaxed.
At the start of my first observation lesson, I felt a little nervous about having my principal in the
back of my room, sitting in a Primary students chair, with a clipboard. As she patiently sat
through my entire lesson with a smile on her face, I could feel her support and I knew that she
was only hoping for the best. Within minutes, I became so absorbed in my lesson and the
excitement of my students that I completely forgot she was there. My lesson went really well and
I got excellent feedback from my principal.
Looking back I can say that I found my TPA to be extremely helpful and an integral part of my
learning process as a beginning teacher. Do not fear your TPA; instead, think of it as a chance to
have someone reaffirm that you are making a difference in the lives of your students.
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1. Essay Method
In this method the rater writes down the employee
description in detail within a number of broad categories
like, overall impression of performance, promoteability
of employee, existing capabilities and qualifications of
performing jobs, strengths and weaknesses and training
needs of the employee. Advantage It is extremely
useful in filing information gaps about the employees
that often occur in a better-structured checklist.
Disadvantages It its highly dependent upon the writing
skills of rater and most of them are not good writers.
They may get confused success depends on the memory
power of raters.
3. Rating Scale
Rating scales consists of several numerical scales
representing job related performance criterions such as
dependability, initiative, output, attendance, attitude etc.
Each scales ranges from excellent to poor. The total
numerical scores are computed and final conclusions are
derived. Advantages Adaptability, easy to use, low cost,
every type of job can be evaluated, large number of
employees covered, no formal training required.
Disadvantages Raters biases
4. Checklist method
Under this method, checklist of statements of traits of
employee in the form of Yes or No based questions is
prepared. Here the rater only does the reporting or
checking and HR department does the actual evaluation.
Advantages economy, ease of administration, limited
training required, standardization. Disadvantages Raters
biases, use of improper weighs by HR, does not allow
rater to give relative ratings
5.Ranking Method
The ranking system requires the rater to rank his
subordinates on overall performance. This consists in
simply putting a man in a rank order. Under this method,
the ranking of an employee in a work group is done
against that of another employee. The relative position of
each employee is tested in terms of his numerical rank. It
may also be done by ranking a person on his job
performance against another member of the competitive
group.
Advantages of Ranking Method
Employees are ranked according to their
performance levels.
It is easier to rank the best and the worst
employee.
Limitations of Ranking Method
The whole man is compared with another
whole man in this method. In practice, it is very difficult
to compare individuals possessing various individual
traits.
This method speaks only of the position where an
employee stands in his group. It does not test anything
about how much better or how much worse an employee
is when compared to another employee.
When a large number of employees are working,
ranking of individuals become a difficult issue.
There is no systematic procedure for ranking
individuals in the organization. The ranking system does
not eliminate the possibility of snap judgements.