Evaluation is a rational basis for determining the professional development and incentives to be given to teachers, and policies affecting their welfare. This descriptive study surveyed the practices of 304 graduating students, 9 deans, 17 subject heads/ program chairs and 8 Human Resource Management Center (HRMC) personnel when evaluating faculty members and the ways by which the HRMC and the deans and subject heads/program chairs utilize the results of the faculty performance evaluation. A questionnaire was used in identifying the practices of the evaluators; interview was used to determine the utilization of the evaluation results. The findings show that the HRMC personnel randomly choose classes to evaluate and do routine administration of the tool. The supervisors (deans, subject heads, and program chairs) have similar practices though they differ in priorities. The deans keep a logbook of daily observations while the subject heads/ program chairs consider students’ feedback. The students utilize a standard tool, form judgments through observation, and do not allow personal feelings to influence their ratings. The evaluation results were used by both the HRMC and the deans to give awards. The deans do not usually consider the evaluation results when determining professional development training for the faculty. The results are used more for determining the load of the teachers and for re-hiring them. No increase in salary accompanies a good evaluation result. It is recommended that the HRMC conduct training for evaluators and craft strong policies for the utilization of the evaluation results.
ISSN 2244-6532 (Online)
ISSN 1656-0604 (Print)
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