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Globally, the appraisal of educators remains a contested issue as the process, which aims to provide support and development to educators, is generally considered a punitive measure for educators. Within the South African context, the Integrated Quality Management System is used to evaluate educators. Drawing on Fraser's theories of social justice, this article explores the perspectives of 11 educators regarding educator developmental appraisal in post-apartheid South Africa as a catalyst for social (in)justice. Data was collected through semi-structured interviews and analysed using critical discourse analysis. This article highlights the importance of social justice practices in enhancing learner achievement and foregrounds the (in)justices often witnessed during the appraisal process. Findings reveal that the developmental appraisal process has the potential to promote social justice; however, contextual factors seem to be hindering the successful implementation of the appraisal process.

Evaluating teachers' social-emotional competence is key to studying the effectiveness of education systems. This competence tends to be measured through self-reports, which might lead to a distorted vision. As an alternative, situational judgement tests have emerged. The present work seeks to adapt the Test of Regulation in and Understanding of Social Situations in Teaching (TRUST) to Spanish. The study involved 503 teachers from schools who teach in primary (n = 198, 106 female) or secondary education (n = 305, 201 female). Average age was 45.07 (SD = 9.94), and teachers had an average of 16.77 years' professional experience (SD = 10.17). In addition to responding to the TRUST, those who took part also responded to the ICQ-15, TEIQue-SF, and ERQ questionnaires. Confirmatory factor analysis provided a good fit of the two-factor model (emotional regulation and relationship management): [chi squared] (89) = 198.49, p < 0.001, CFI = 0.93, TLI = 0.92, RMSEA = 0.049, 90% CI [0.040, 0.059], SRMR = 0.042, as well as reliability and convergent validity. Factorial invariance is seen to hold amongst both women and men as well as between teachers who teach at different stages of the education system. The Spanish version of TRUST emerges as a valid and reliable tool for measuring teachers' level of social-emotional competence, both in the Spanish education system at basic levels as well as with Spanish-speaking teachers from various countries, since situations are presented which are common in any type of school.

The Teacher Efficacy for Inclusive Practices (TEIP) scale is a widely used instrument for assessing teachers' effectiveness in implementing inclusive practices. The TEIP has not been validated in Bosnia and Herzegovina (BIH). The goal of the present study was to conduct a confirmatory factor analysis (CFA) of the TEIP in a sample of teachers in BIH. The sample consisted of 239 elementary school teachers (204 females, 35 males; mean age--43.5 years, SD--8.3 years). The results of the CFA found that the original TEIP structure was not a good fit for our data. However, through some modifications on the item level, we created a satisfactory model that retained the same structure as the original TEIC. The composite reliability and construct maximal reliability were well above the recommended cut point of 0.70 for all factors. Our findings suggest that the modified version of the TEIP has the potential to be an effective and useful instrument for assessing teachers' efficacy in inclusive practices in BIH. This study represents an important step towards the cultural adaptation and validation of the TEIP in BIH, highlighting areas for future research and application in diverse educational contexts.

In Australia, the Teaching Performance Assessment (TPA) is a relatively new, mandatory hurdle which must be completed just prior to the graduation stage of initial teacher education (ITE) programmes. This high-stakes task is one of a growing number of requirements to come out of the standards and accountability regime as outlined in the Australian Institute for Teaching and School Leadership (AITSL) document for accreditation for ITE programmes. We delve into the public commentary about the broader commission of preservice and graduate teacher quality in general and the TPA in particular. We draw on Bernstein's pedagogic identities and deductively apply this theory to explore this phenomenon. We use a data set of publicly available legacy media and social media tweets made over a ten-month period from August 2019 to May 2020 to reveal the focus, inherent bias and pedagogic identities promoted by these public discourses. The paper concludes with discussion about the implications of these drivers on the public perception of quality in ITE and on the status of teaching more broadly.

Pre-service teacher perception of inclusive education plays a critical role in the field of K-12 education, ensuring that students with disabilities receive the best possible instruction in the least restrictive environment. This qualitative case study used one-to-one interviews and focus groups to gather data from 16 pre-service teachers enrolled in an Urban teacher preparation program in a major city in Texas, United States. The data analysis highlighted the pre-service teachers' understanding of differentiation instruction for students with disabilities. Furthermore, the pre-service teachers felt positive about meeting the needs of the special education students in the general education classrooms. However, they expressed concerns related to limited coursework that helps them acquire teaching strategies to meet the needs of the special education students in the general education classrooms. The research findings offer valuable insights into the factors behind pre-service teachers' perceptions of inclusion, underscoring the importance of coursework specifically targeting their preparedness for inclusive education.

Numerous techniques and methods are used in School-Based Agricultural Education. These techniques are vital to the goal of educating a diverse and expansive population that exist within secondary agricultural science courses. Agricultural educators, both traditionally and alternatively certified, know and understand the value of using multiple techniques to differentiate one's instruction. It has also been previously identified that, while there are some similarities, these two certification groups do have unique professional development needs. This study sought to identify the techniques Alabama's agriculture instructors had been taught and are using. Through the identification of these techniques, key differences between traditionally and alternatively certified instructors can be identified. Based on the findings of this study, techniques that had a higher average of training received were more likely to be used by both certifications. Between traditionally and alternatively certified instructors, an increase in training received and decrease in utilization was seen across most of the specific techniques for alternatively certified instructors. Individual techniques also called to question the over-training or underutilization of that technique. While there are key differences across the certification types, the findings indicate more training may be needed in an effort to promote the use of different techniques in agricultural education. [Note: The issue number (1) shown at the top of the first page of the PDF is incorrect. The correct issue number is 3.]

An essential component of any training activity is observations, and in almost any teacher education or professional development context, observations are followed by feedback sessions aimed at improving teaching practices. Nevertheless, whether these sessions accomplish this aim is an issue of concern as it is highly related to how effective it is perceived to be. This study aims to explore how effective post-observation feedback sessions are perceived by the observed instructors, what factors make feedback effective, and whether feedback has any impact on their practices. Data were collected qualitatively by conducting semi-structured interviews with the instructors and Professional Development Unit (PDU) members. The results showed that the feedback was considered effective by the instructors, and it impacted their teaching practices positively, while helping them with their adaptation to their new institution. The results also shed light on the factors that made feedback effective from the instructors' and the PDU members' perspectives.

The quality of graduate teachers is a significant concern for teacher educators, policymakers and the public. Initiatives regarding the quality assurance of initial teacher education (ITE) programs require critical examination to ensure that ITE programs develop proficient graduate teachers to meet the demands of modern classrooms. In this paper, we draw on Biesta's (2015, 2019, 2020) theoretical framing of purpose in education (i.e., qualification, socialisation and subjectification) to analyse the policy texts related to graduate teaching performance assessment from institutions involved in the creation and implementation of the Teaching Performance Assessment (TPA) in ITE in Australia. Researchers used document analysis to examine the publicly stated purpose of the TPA. The analysis revealed that the relevant policy texts focused much more on qualification (81%) than socialisation (8%) and subjectification (11%). The findings imply that the TPA policies may contribute to narrowing the ITE curriculum and the subsequent thwarting of teacher subjectification.

Teacher attrition and retention are among the major problems in schools worldwide. Particularly in the United States, there is a great demand for teachers in elementary and secondary schools because of teachers transferring to new schools or resigning from the teaching profession altogether. This systematic review focuses on research on the prevalent decline of teacher retention in American elementary and secondary schools. This review aims to communicate reasons for the decrease in teacher retention and consider the impacts of teacher decline on students' academic success. Three databases -- Web of Science, Science Direct, and Pro Quest -- were utilized to obtain evidence to substantiate the causes and effects of the wave of teacher resignations. The evidence was analyzed to determine reliability using the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) and Cochrane review guidelines. The synthesis analysis included fourteen studies. It was clear from the synthesis that support and clear communication from school principals are essential factors of teacher retention in U.S. elementary and secondary schools. Other notable elements that prevent teacher turnover include recognizing the efforts of teachers, enforcing discipline and compliance among the student population, and conducting fair teacher evaluations. To improve teacher retention rates in the United States, school principals must adopt characteristics contributing to teacher retention.

Doctor of Education (EdD) faculty members play a critical role in contributing to the goals and objectives of their institutions. This case study explored EdD faculty member's contributions to the institution's goals and objectives. A comprehensive analysis of the students' assessments has identified several emerging themes. These themes highlighted how EdD faculty members demonstrate expertise and knowledge, contribute to research, provide mentorship and guidance, foster collaboration and community engagement, engage in service and leadership, promote diversity, equity, and inclusion, prioritize professional development and innovation, advocate for evidence-based practice, create a sense of community and belonging, instill a culture of lifelong learning, and serve as institutional ambassadors. Understanding and recognizing these themes is crucial for institutions to support and empower their EdD faculty members effectively. By implementing recommendations such as providing professional development opportunities, fostering collaboration, recognizing excellence, supporting mentorship and advising, promoting diversity and inclusion, encouraging research dissemination and engagement, nurturing a sense of community and belonging, and establishing feedback mechanisms, institutions can enhance the contributions of EdD faculty members to the overall success of their institutions and the field of education as a whole. Future research in this area could further explore the long-term impact of faculty contributions, conduct comparative analyses, examine student outcomes, explore faculty perspectives, investigate institutional support and resources, and explore the impact of collaborative partnerships.

Several observation protocols in different theoretical frameworks and components have been designed and validated by teacher trainers and professional development providers to capture and categorize observational data on the characteristics and level of inquiry in science practices. However, certain constraints limit their wide use, such as the neglect of certain indicators of scientific inquiry, the scoring of just summative goals, or the necessity for extensive observer training. The present study, therefore, aims to propose a tool that assists professional development providers and mentors in diagnosing the closeness of practices to scientific inquiry in the context of various settings, from traditional didactic lectures to scientific inquiry, making it easily operational for self and peer evaluations as well as 360-degree video feedback. The method concentrated on multiple observations provides supportive evidence about the tool's internal consistency coefficient, the relationship between its components, and the inter-rater reliability coefficient between multiple scorers. The results highlight that the tool, which includes the components of course structure, course overview, and teacher-student communication, has the potential to contribute to the growing library of observation protocols.

There has been widespread media commentary about the potential impact of generative Artificial Intelligence (AI) such as ChatGPT on the Education field, but little examination at scale of how educators believe teaching and assessment should change as a result of generative AI. This mixed methods study examines the views of educators (n = 318) from a diverse range of teaching levels, experience levels, discipline areas, and regions about the impact of AI on teaching and assessment, the ways that they believe teaching and assessment should change, and the key motivations for changing their practices. The majority of teachers felt that generative AI would have a major or profound impact on teaching and assessment, though a sizeable minority felt it would have a little or no impact. Teaching level, experience, discipline area, region, and gender all significantly influenced perceived impact of generative AI on teaching and assessment. Higher levels of awareness of generative AI predicted higher perceived impact, pointing to the possibility of an 'ignorance effect'. Thematic analysis revealed the specific curriculum, pedagogy, and assessment changes that teachers feel are needed as a result of generative AI, which centre around learning with AI, higher-order thinking, ethical values, a focus on learning processes and face-to-face relational learning. Teachers were most motivated to change their teaching and assessment practices to increase the performance expectancy of their students and themselves. We conclude by discussing the implications of these findings in a world with increasingly prevalent AI.

Background/Context: High teacher turnover has directed a great deal of scholarly attention toward the connection between teacher retention and teacher working conditions. Prior work has identified a set of key working conditions associated with teacher retention, including supportive school leadership, school safety, a collaborative professional community, a manageable workload, and autonomy. These working conditions are often identified using Likert-based surveys, which allow for the analysis of large and representative samples but cannot fully show the nuance of teachers' experiences. Purpose/Objective/Research Question/Focus of Study: This study examines why teachers leave their positions and how these reasons for leaving appear differently in Likert-style fixed-response questions and free-response questions. This comparison can reveal important distinctions in teachers' understanding of how their working conditions can contribute to their turnover that may be hidden in simpler surveys. Research Design: This study takes advantage of teacher exit surveys administered by a large urban district that included both fixed- and free-response questions about why teachers left their positions. I use a convergent mixed-methods design to examine how reasons for leaving converged and diverged across question types across the entire sample and within individual teachers. Conclusions or Recommendations: I find confirmatory evidence that, when given the opportunity to describe their reasons for leaving in their own words, many teachers identify the same general categories of reasons as identified in Likert questions: school leadership, evaluations, workload, personal reasons, pay, and student behavior. Additionally, teacher free responses add new shades of meaning to our understanding of working conditions. The outsized importance of school leadership, already well established in prior literature, was strongly tied to the influence of school leadership on other aspects of teacher work that are generally considered as separate working conditions. Teachers who left because of student behavior concerns had diverse and often contradictory proposed policy solutions to increase student safety, and teachers who left for personal reasons like retirement or having children were still responsive to more malleable aspects of their work. Finally, many teachers were concerned about their workload, specifically unnecessary work added by school and district policy.

This study's purpose is to extend our understanding of school leadership for student learning by identifying high-leverage teacher evaluation practices that improve teaching. A partnership with a state education agency administered a teacher questionnaire regarding evaluation practices multiple times in one semester, then linked teacher responses to their next within-semester observation score. Broadly, teachers reported on scoring practices, the facilitation of post-observation conferences, feedback characteristics, and post-conference supports for evaluation-informed professional learning. Fixed effect regressions effectively compare observation scores and teacher-reported evaluation practices within the same teacher or teacher-by-evaluator pairing over four months while controlling for month-to-month influences on performance. The methods remove several serious confounders plausibly affecting related estimates in prior work. The analysis identifies six high-leverage teacher-reported evaluation practices, most of which apply to post-conference practices linking evaluation to professional learning. The evidence refines the academic understanding of leadership for student learning and implies that leadership preparation and in-service programs might emphasize the six high-leverage evaluation practices to promote active use among practicing leaders. Policymakers might ensure that aspiring and in-service leaders can develop these practices and that there are strong links between teacher evaluation and professional learning systems for school leaders to use.

Increasing job demands and continuing struggles to improve teacher evaluation practice raise the question of how peers might assist principals with teacher evaluation. Using a robust international sample (TALIS2013) of 36,411 teachers from 2,759 schools in 11 countries, we tested the hypothesis that teacher-led evaluation practices are associated with more teacher-reported positive changes in classroom practice, confidence, and motivation than principal-led evaluation practices in three areas evaluation: (1) classroom observations, (2) assessments of teacher content knowledge, and (3) analysis of student test score data. We found that teacher-led evaluation is associated with more positive feelings of motivation and change in practice for all three evaluation areas, but particularly for assessments of teacher content knowledge and test score data analysis. Further, principals' reported use of extrinsic motivational tools to reward or punish teachers based upon their evaluation was also negatively associated with teachers' motivation and reports of positive change in practice.

We evaluate the predictive validity of the Massachusetts Candidate Assessment of Performance (CAP), a practice-based assessment of teaching skills that is now a requirement for teacher preparation program completion in Massachusetts. We find that candidates' performance on the CAP significantly predicts their in-service summative performance evaluations in their first 2 years in the teaching workforce, but it is not predictive of their value added to student test scores in these years. These findings suggest that the CAP captures aspects of candidates' skills and competencies that are better reflected in their future performance evaluations than by their impacts on student performance.

When people make decisions, they act in a way that is either automatic ("rote"), or more thoughtful ("reflective"). But do people notice when "others" are behaving in a rote way, and do they care? We examine the detection of rote behavior and its consequences in U.S. adults, focusing specifically on pedagogy and learning. We establish "repetitiveness" as a cue for rote behavior (Experiment 1), and find that rote people are seen as worse teachers (Experiment 2). We also find that the more a person's feedback seems similar across groups (indicating greater rote-ness), the more negatively their teaching is evaluated (Experiment 3). A word-embedding analysis of an open-response task shows people naturally cluster rote and reflective teachers into different semantic categories (Experiment 4). We also show that repetitiveness can be decoupled from perceptions of rote-ness given contextual explanation (Experiment 5). Finally, we establish two additional cues to rote behavior that can be tied to quality of teaching (Experiment 6). These results empirically show that people detect and care about scripted behaviors in pedagogy, and suggest an important extension to formal frameworks of social reasoning.

Teachers' digital teaching competence is a prerequisite for efficient teaching. This study aimed to develop a scale to assess primary and secondary teachers' digital teaching competence (PSTDTC). We analyzed and generalized definitions, models, and frameworks for PSTDTC, proposed a five-dimension model (digital teaching design competence, digital teaching implementation competence, digital teaching evaluation competence, digital teaching responsibility, and digital teaching attitude), and developed a scale. Three specialists and seven in-service teachers tested the content validity of the PSTDTC scale. An exploratory factor analysis (n = 473) revealed a 5-factor structure corresponding to the theoretical model. Confirmatory factor analysis (n = 574) was used to assess the structural validity of the final scale. Other statistical findings indicate that the scale is scientific and reliable. In the study, we also used latent class analysis (LCA) to identify unobserved structures and the subpopulations of teachers. According to the LCA results, three latent classes were obtained, including low-level, intermediate- and high-level digital teaching competence. Through multiple logistic regression, we discovered that urban and secondary teachers are more likely to enter intermediate- and high-level digital teaching competence classes. Therefore, the PSTDTC scale provides educators and researchers an effective diagnostic instrument for evaluating the present state of teachers' digital teaching.

Understandings of teacher expertise in the US have transformed over the past 40 years, arguably being "narrowed" and "numericized" due to high-stakes accountability and neoliberal education reform movements. While this trend has been thoroughly studied under the No Child Left Behind Act (NCLB) and Race to the Top regimes, less consideration has been given since the Every Study Succeeds Act (ESSA) replaced NCLB in 2015, which notably pivoted away from some of the most stringent accountability practices of the previous era. This paper begins a new line of inquiry into teacher expertise in our current federal policy context, especially considering how understandings of expertise are constructed in school districts that never adopted the most high-stakes evaluation measures. By relying on Jessica Holloway's (2021) technologies of risk management, this paper explores how teachers in one school understand expertise, focusing specifically on how evaluation and assessment technologies engage with and influence these understandings. Ultimately, it was found that teachers in fact held a plurality of understandings, yet complex and sometimes conflicting influences of assessment and evaluation practices also emerged. This paper argues that although risk management technologies have become commonplace, scholars and practitioners alike should continue to scrutinize their use under ESSA, particularly considering how they are being used, who they primarily benefit, and what consequences come from our reliance upon them.

Various features of teacher instruction underpin the criteria used for the evaluation of teacher quality. The current study sought to explore whether nativeness/non-nativeness affects the criteria teachers consider for teacher quality evaluation. To this end, the participants were provided with five video clips of teaching, each presenting a 10-min lesson taught in a real classroom environment. They were requested to rate the quality of the teachers and to point out and describe the criteria they used to rate the teachers. Content analysis of the data indicated that preparation, caring, classroom management, and instruction constituted the general criteria the native and non-native teachers employed to evaluate teacher quality. Considerable differences, however, were observed between the two groups regarding a few of the criteria. The native teachers valued teachers' efficient use of learners' L1 more than the non-native teachers, while teachers' linguistic accuracy and fluency of speech were highlighted by more non-native teachers. Besides, issues related to caring, management, and instruction grabbed the attention of both native and non-native teachers, while preparation received substantially less attention. It can be concluded that the use of video-mediated peer observation can provide a platform to uncover the implicit beliefs teachers hold toward teacher quality.

edTPA is a widely used teacher performance assessment. However, studies have raised concerns with its use. We conducted a study of candidates' and faculty members' perceptions of edTPA on their learning and performance. Analysis of responses revealed six themes: confusion about the meaning of "ready to teach"; interference with relationship building; narrowed responsive teaching practices; concern for placements' impact on assessments; mistrust of evaluators' understanding of their contexts; and increased barriers for marginalized candidates. Findings suggest that edTPA can be interpreted as perpetrating forms of "epistemic injustice" and "slow violence" that impede diversity in the profession. To realize the promise of a more diverse teacher workforce--equity for all students and justice for marginalized communities--teacher educators and policymakers must ensure that the ways in which they prepare and evaluate teachers are increasingly more relational, diverse, equitable, and just.

In the last two years, a growing number of studies have focused on the promotion of students' mental health to address the negative effects of the COVID-19 pandemic. However, less studies have been conducted on sustaining teachers' mental health which has been affected by the sudden changes in online teaching and the difficulties in keeping and building relationship with students. Even before the pandemic, teaching has long been recognised as one of the most challenging occupations characterized by high levels of stress. Although the research highlighted the key role of mental health promotion among teachers, there is still a lack of programs enhancing teachers' wellbeing. This study examined the impact of the PROMEHS program, a school-based curriculum, on teachers' mental health. A total of 687 teachers participated in the study. Applying a pre- and post-training study design with experimental and waiting list groups, teachers were evaluated in social and emotional learning, resilience, and self-efficacy. The results showed that there was a significant improvement in all competences of the teachers in the experimental group compared to those in the waiting list group. The paper discusses the implications of the findings with recommendations for further studies in the area.

In peer observation of teaching, an experienced colleague in the educational environment of a faculty member observes the educational performance of that faculty member and provides appropriate feedback. The use of peer review as an alternative source of evidence of teaching effectiveness is increasing. However, no research has been done in the field of tool design and development to peer review in classrooms that use a learning management system (LMS). This study used mixed methods. In the qualitative stage, after studying sources and interviewing professors active in virtual education, a question bank was prepared and a 26-item initial questionnaire created. In the quantitative stage, the psychometric properties of the developed instruments, such as the face, content, and structural validity, were examined, and reliability tests were performed. IBM SPSS Statistics (Version 20) was used for analysis. Five categories, including content preparation, content presentation, effective interactions, motivation management, and support services, and 26 subcategories were determined to be effective indicators in peer observation in LMS-based classes in medical sciences. During content analysis, 9 items were removed due to lack of necessary criteria. Then, using principal component analysis and varimax rotation in the present mode (Watkins, 2018), 5 components with eigenvalues higher than 1 were extracted, which explained a total of 70.55% of the total variance. The inter-cluster correlation coefficient (ICC) was 0.88. Thus, the peer observation measurement tool, designed with 17 expressions using the answer method "yes/no", showed good validity and reliability. The research results demonstrate that the evaluation of virtual classes of professors by their peers is effective and that the results can be used in e-learning promotion plans.

Though a number of studies addressed the current needs in EFL teachers' training, a main research gap yet to be addressed is investigating the efficacy of the professional development of in-service teachers using an instructional model and its actual impact on students. Through using three instruments -designed by the author- that included: (a survey of EFL teaching skills, a teacher knowledge test, a digital literacy skills scale, a teacher performance assessment analytic rubric), this study attempted to determine the impact of ASSURE model on EFL in-service preparatory teachers teaching skills and digital literacy skills. The results indicated that z-values of the teachers' knowledge test, teachers' digital literacy skills scale and teachers' performance assessment rubric were significant. ASSURE model proved to be helpful in developing EFL preparatory teachers teaching skills and digital literacy skills.

The main aim of this article is to introduce the steps followed in designing effective teacher-appraisal forms to be completed by the students, and teacher-self-reflection forms to be completed by the teachers. After explaining the steps and the reasons behind taking them, we will report on the findings of the study we have conducted following the same procedures to design the forms. The findings have identified the characteristics of effective EAP lecturers according to the 196 students who participated in the study for EAP lecturers have also provided their input about the characteristics of effective EAP teachers. The collected data suggest the students seem not to differentiate between the competencies required for teaching and learning general English and EAP. The students considered communicative competence the most essential asset of their EAP lecturers. Accurate interpretation of the data emerging from the ratings is another issue addressed in this article. This can guide the teachers to make better decisions.

When it comes to generating better practices, feedback--a fair representation of professional performance--plays a crucial role due to its transformational power of enhancing skills, which helps ensure high-quality teaching in the classroom. However, principals' lack of time, lack of knowledge of curriculum content, and lack of training are the causal factors for ineffective feedback. This paper presents elements that make K-12 principals' feedback effective. Feedback must be given within a 24-hour period after each supervision or evaluation; it must also be descriptive, specific, understandable and dialogical while communicating through constructive dialogue.

Teachers grow from sharing their practice and receiving feedback, yet it can be difficult for teachers to welcome others into their classrooms without feeling judged. Observers need to enter teachers' classrooms projecting respect and value for the challenging work of teaching. In this article, we share an approach to visiting classrooms, called "Affirming Learning Walks," that differs in comparison to more typical learning walks, instructional rounds, or classroom observations. Affirming learning walks are hosted by teachers or administrators, conducted with other teachers, designed around eight practices known to support student achievement, and focused only on those productive practices that are present rather than on the absence of practices or areas for improvement. This approach provides an opportunity to value many of a teacher's practices that are productive and encourages teachers to engage in more of the productive practices because they are highlighted and celebrated.

The evaluation of teaching quality and practice is increasingly important in higher education and usually done via student surveys (quantitative data) alone. Much less attention is given to teachers' self-evaluations of teaching practice (qualitative data). This emphasis on quantitative over qualitative data can result in incomplete and biased measures of teaching quality, and inappropriate changes to educational practice, which may, in turn, negatively impact outcomes, experiences and university microcultures. In this paper, we present a case study of an international residential masters module, in rapid transition to online delivery during the COVID-19 pandemic, to demonstrate: 1) how developmental evaluation (DEval) can be used for rigorous critique of teaching practice in conjunction with student satisfaction data; and 2) how qualitative reflections on teaching practice can be transformed into justifiable evaluative evidence, using DEval theory and techniques. Our DEval approach, theorised and enacted using the community of inquiry framework, increased the teachers' skills and confidence to plan and continually evaluate teaching-learning enhancements. We discuss the implications and benefits of DEval for teachers and universities when used to assess teaching quality. In addition, we expand on existing knowledge to provide clarification on the purposes and appearances of all levels of evaluation in higher education.

The aim of this study was to develop a measurement tool that can be used to determine the online teaching competency levels of teachers and instructors. During the validation, the draft scale was applied to online teachers and instructors actively involved in distance education. After the implementation processes, the sample was divided into two groups randomly (n1 = 158; n2 = 144). The first sample was used for Exploratory Factor Analysis (EFA), and the second sample for Confirmatory Factor Analysis (CFA). The EFA highlighted 17 items and 3 factors found in the final scale. Factors were found as Technology, Pedagogy, Ethical and Institution dimensions. The reliability analysis for the whole scale was 0.90, the Cronbach alpha reliability coefficient of sub-dimensions were found to be 0.87, 0.88, 0.78, respectively. In addition, the composite reliability (CR) value of the whole scale was calculated as 0.953 and the CR values for the sub-factors were calculated as 0.877, 0.871 and 0.832, respectively. As a result of the CFA, it was concluded that the scale could be used to measure online teaching competencies of teachers and instructors.

The intent behind this study was to understand how school principals might work through teachers to engender better trusting teacher-student relationships, particularly in high poverty, high minority schools. Three research questions were advanced for the empirical investigation: (1) What is the relationship between school social composition (e.g. FRL rate and percent students of color) and teacher trust in students? (2) Does Principal Support of Student Psychological Needs moderate the relationship between school composition and teacher trust in students? (3) Do other leadership practices, such as transformational leadership and teacher evaluation, influence teacher trust in students? [Note: The issue number (2) shown in the citation on the PDF is incorrect. The correct issue number is 1.]

This case study explored the evaluation criteria applied by six supervisors of a private language institute (three men and three women) through individual in-depth interviews in an English-as-a-foreign-language context. The researchers also collected data from supervisors' observation checklists and written feedback. A thematic analysis resulted in five main themes and two sub-themes. Therefore, a tentative framework was developed, encompassing five criteria: English and Content Knowledge, Teaching Skills, Personal Traits, Fulfilling Workplace Expectations, and Parents'/Learners'/Peers' Feedback. The proposed framework can help increase language supervisors' teacher evaluation literacy.

In this article, we describe the process of revising our writing program's teaching observation forms and processes over the last several years, drawing from descriptions of best practices in conducting teaching observations in writing programs (Comer; Jackson). We analyze the teaching observation form as it functions in a structurational nexus to both manage participants' conversations about teaching and respond to the tensions inherent in the process (Giddens; Miller et al.). Our argument is two-fold: (1) while a responsive and reciprocal praxis for a teacher observation process may begin with good intentions surfaced through informal conversations, teaching circles, and committee meetings, it is sustainably cultivated through the intentional design of the overall process, particularly through its tangible artifacts such as email correspondence and the observation form; and (2) the teaching observation form, as an object playing a pivotal role in a series of social interactions, is a key example of a writing program genre that has the potential to both demonstrate program values and frame responsible rhetorical interactions between program personnel.

This study aimed to investigate the performance of teachers who have been certified and those who have yet to be in professional teacher certification programs in Jombang Regency East Java Province. The type of research is quantitative. Data were collected using questionnaires and a Likert scale with 5 answer choices. Data analysis was performed using a t-test for independent samples using SPSS. The respondent comprised 370 teachers, including 185 professional and 185 non-professional certified teachers. The findings revealed a difference in performance between certified and non-certified teachers. Teachers who have been certified perform better than teachers who have not. Based on the present study's findings, it is suggested that the government maintain teacher certification, with continuous improvement and innovation for better development. This research has implications for the government that teacher certification programs and policies are still worth for continuing, although they need to be enriched with innovation and creativity, technological developments, stakeholder needs, and strengthening religious culture.

Student evaluations of teachers (SETs) are collected by colleges and universities across the country. Having only been introduced in the early part of the twentieth century, these evaluations are a fairly new tool for higher education administrators to receive feedback and assess the effectiveness of curriculum and instructors. Although implemented as a tool to provide students a medium to share their perspectives, with the goal to improve academic processes, there are concerns regarding their effectiveness, reliability, purpose, and necessity. Further, the literature reflects that students are not well versed by college administrations or faculty members regarding the desired impacts and purpose of SETs, so they are often not completed in a manner that includes cognitive engagement, accurate recall, or the genuine desire to provide constructive feedback and assessment. Even with these limitations, college and university administrators have grown to rely upon SETs to provide constructive insights for instructors to help them improve their teaching effectiveness and summative feedback for committees to use when making promotion, tenure, and compensation decisions. The disconnect between SET objectives and the actual outcomes, however, is problematic. Students often don't view SETs as impactful, so their level of cognitive engagement is lacking, which can result in skewed, or even false assessments. In fact, since most SETs are completed with the promise of anonymity, they have been used as a weapon by disgruntled students against instructors, regardless of whether the negative feedback is deserved. Finally, SETs have been directly correlated to grade inflation, which has numerous negative implications. The following literature review illustrates the myriad shortcomings of SETs, with the hope that further research will help to discover how they can be re-structured to foster academic excellence in a productive and reliable manner.

The competences expected from teachers are described in several international reports. An investigation of teacher competences has a potential to analyze and delineate the current situation. Assessment of any construct necessitates utilization of appropriate scales with established validity and reliability. Currently available validated digital competence scales have examined digital competences of citizens, teachers, students, but most are based on only one digital competence framework. In this study a valid, reliable, and comprehensive scale entitled "Teachers' Digital Competence Scale" (TDiCoS) for teachers of different subjects has been obtained by relying on standards/policy reports from several countries. TDiCoS items measure teachers' self-assessment and report of their use of digital technologies in their classrooms. TDiCoS was validated on a sample of 288 in-service teachers. In the final form TDiCoS is unidimensional and composed of 19 items. The model fit criteria, factor loadings, internal validity, and reliability of TDiCoS were examined and found to be good. Hence, it can inform design of new policies and teacher professional development programs targeting digital competences.

Implementation of Bhutan Professional Standards for Teachers in Bhutan is a key impetus for teachers across the country to enhance impeccable teacher competency. Studies on teachers' attitudes towards professional standards show a positive as there was a significant correlation between teachers' competencies, learners' academic achievement, and the quality of education. However, Bhutan Professional Standards for Teachers is relatively new and there is little study exists relative to Bhutan. The study on Teachers' Attitudes to the Implementation of Bhutan Professional Standards for Teachers in Bhutan aimed to explore and get a snapshot view of teachers on Bhutan Professional Standards for Teachers. Through a cross-sectional survey design, data were collected from 155 participants using the Five-Pointed Likert Scale and two open-ended questionnaires. The descriptive analysis revealed that teachers have fairly positive attitudes toward the implementation of Bhutan Professional Standards for Teachers. Associated challenges, the implication of the findings, and recommendations are also discussed.

This study explored the English Language Teaching appraisal of teachers in the trifocal Philippine education system in the Bicol Region as a basis for policy and advancement programs. This study used the descriptive-comparative-associational method using a content-validated and reliability-tested questionnaire. The frequency and percentage technique, weighted mean, Chi-Square, and Anova Test of Variance were used in the data treatment. Findings revealed that ELT teachers were predominantly females with 73.97%, CHED, 80.21%, DepEd, and 71.43% TESDA along age groups of early and mid-30s and 46 years above. They served the agencies for less than 10 years, mostly married. Professionally, these teachers were still pursuing post-graduate education and attending training. Along with appraisals on their professional and work responsibility, ELT Trifocal teachers very evidently performed their professional and work responsibilities; on the delivery system, respondents conveyed the mastery and application of theoretical and pedagogical knowledge; on their communicative competencies, they were classified as experts. Meanwhile, there was no significant difference among ELT teachers' appraisal in the three systems (F--value 2.21< t-value 3.35; 5% level of significance). It follows that Philippine education has maintained an undeviating quality of ELT teachers regardless of which system of education they belong. The result showed no variations in ELT competencies despite differences in modalities, urgencies, and the attainment of quality education. Findings also unveiled that the ELT teachers' appraisal and integration of ICT to language teaching are directly associated with their age, sex and civil status, and educational attainment. The higher the educational attainment, the higher the integration of ICT in language teaching. With these results, a policy development for the Professional Advancement Program in ELT was crafted.

This research paper extrapolates the perceptions of English Language teachers about the effectiveness of the newly introduced Individual Plan Measurement System (IPMS) in terms of task performance at the University of Technology and Applied Sciences, Al Musannah (UTASA), Oman, and how this new performance appraisal system has contributed to teachers' professional development. For the current study, the researchers employed a mixed methods approach by administering a survey questionnaire among the ESL teachers (N=31) of UTASA, conducting a semi-structured interview with selected staff members (N=7), and analyzing the data related to professional development activities conducted before and after the implementation of the new appraisal system. The study shows that most UTAS-A ELC staff perceive that IPMS has helped them plan and execute their professional goals effectively. Furthermore, the findings of the study highlight that a timebound individual plan guided and monitored by institutional agencies has a positive effect on employees' intrinsic motivation and professional development, and it can make their task performance more efficient and systematic.

The study investigated the effects of motivation on the performance of Junior Secondary School teachers in Bo district, Southern Sierra Leone. It adopted a descriptive research design to collect data on a sample size of 298 teachers. The descriptive statistics analysis revealed that the performance of teachers was high; this implies that teachers rated their performance as of a high standard. They indicated that most teachers are not fulfilling their role as guidance counselors in the schools. On the other hand, over 80% of JSS teachers in Bo district, stated that they did not want to be teachers. Demotivation is a major debilitating factor in teachers' work performance, and the government needs to take motivating programs seriously to encourage and improve teacher performance. Areas such as school and pupil discipline, teacher performance, pupil attendance, community and parent participation in school activities, as well as the respect and dedication of the students, should be rewarded to serve as motivation. Parents and teachers could take legal actions against the government in International Courts of Human Rights related to education to improve their motivation so that performance can be of better quality. The action can be taken internally using the functions of the Public Ministry in defending the rights of minorities, in case the government decides not to respect the constitution. Pupils could also support the teachers and leaders through protests to seek the attention of civil society and local government for better motivation that could accelerate the quality performance of teachers.

To advance and encourage partnerships between institutions and their greater communities, academic reward structures must be designed in ways that support those who choose to leverage their expertise, resources, and time to engage with community in meaningful and mutually beneficial ways. This study investigates how school- and department-level promotion and tenure committees define, understand, and "evaluate" faculty's engaged research. Specifically, this study explored what goes into making evaluative decisions and how evaluative decisions are made (e.g., how review committees define and categorize faculty's engaged research, what metrics are used to assess it). In this single case multi-site qualitative study 12 participants across five R1 institutions classified as "engaged" by the Carnegie Foundation participated in semi-structured interviews. All participants were tenured, engaged scholars with experience serving on a school- and/or department-level promotion and tenure review committee. Findings demonstrate that review committees struggle to define, categorize, and evaluate community engaged research in promotion and tenure, as they are forced to exclusively rely on a traditional set of metrics to evaluate the engaged work of their peers. Though universities are making strides to institutionalize engagement, appropriate recognition of engaged research within promotion and tenure is not yet a reality.