교사 평가의 문제점과 개선 방안 연구 = A Study on Problems and Ways to Make Better of the Teacher Appraisal System

다국어 초록 (Multilingual Abstract)

The purpose of the study was to find problems and implications to make better of the teacher appraisal system in Korea. In these days, performance appraisal is regarded as a matter of course, and almost no one is indifferent to it. Also, performance appraisal become more and more important because staff management is an key point in success of organizational management and it provide basic information on staff management. Performance appraisal is done almost all organizations, whether they are formal or informal, and all members in the organization profit or loss by the appraisal. In schools, however, the effect of teacher appraisal is not limited to teachers. It is because that well-planned and performed appraisal system results in quality improvement in instruction, and it directly influence on parents and students, too. In spite of the importance of the appraisal system, there are many problems and negative perspectives on it in Korea. Namely, it is said that the system does not contribute to rational staff management and professional development of teachers. Based on teacher appraisal system in Texas and NBPTS in the U.S., the study described the teacher appraisal system in both country and analyzed the problems in appraisal system in Korea. The result suggests that there needs to be made changes in the purpose of the appraisal. In Korea, the appraisal system if focused on promotion and transfer of teachers, but to be a developmental appraisal, it should be emphasized on the other side of appraisal system, which give opportunities for teachers to make quality improvement and professional development. Second, currently the result of the teacher appraisal does not open to the public so that it results in many problems in schools, thus, the result should be open to the public to give them feedback and the opportunities for professional development and improving their instruction. Third, new criteria or standards should be made to be a objective and developmental appraisal which based on various criteria and opinions of teachers, not based on the subjectivity of an appraiser or unclear standards. Fourth, teacher appraisal system should be based on absolute evaluation, not relative evaluation which does not give informations on actual performance of teachers. Because absolute evaluation can give informations on actual performance of teachers, it may reduce the unnecessary competition and negative effects among teachers, and can give each teachers feedbacks on what is necessary to improve instruction or professional development, etc. Fifth, with the importance of the standards and criteria of the evaluation, the role of the appraiser is also important. Thus, with continuous training and efforts, appraisers should try to increase their ability and quality for effective appraisal.