Empirical validity of basic profile and conceptual evaluation model of the annual performance appraisal process of the National Colleges of Education lecturers in Sri Lanka
Creators: name: Pathiraja, N. Kumara
Publisher: name: Zenodo
Year: 2025
Subjects: Job performance profile, Performance appraisal methods, Performance Evaluation Indicators, Ethics of performance appraisal, Key stakeholders in feedback. Performance feedback process

description: Abstract: 

This study conducted of the empirical validity of basic profile and conceptual evaluation model of the annual performance appraisal process of the National Colleges of Education lecturers; implemented with the main purpose of redesigning the annual performance evaluation system. It seeks to identify new trends in the job performance evaluation process, as well as to study its core profile and provide practical advice on integrating of each areas into the development of the evaluation system. Includes a review of the literature related to the Annual Performance Excellence of National college of Education Lecturers and their Continuing Development of Higher Teacher Education Occupational Intentions. According to (Francis, 2019) the formal implementation of a performance appraisal feedback system serves a lots of effective purposes in the relationship between managers and subordinates. As (Jency, 2013) points out, for the success of any job appraisal system requires improved evaluation methods and employees feedback effective procedure. For this study, qualitative and quantitative Methods Integrated Mixed Study Methodology were adopted according to the mixed method research paradigm. Data and information were collected using four mixed equipment developed from each of the study techniques of the questionnaire, interview, observation, and document review. Combined mixed sampling methods were followed within the sample framework of this study according to Probability and non-Probability methods. 325 participants were invited to a sample that was mixed according to cluster, purposive, field, simple random, systematic sampling patterns, of which 260 actually participated in the study. The sample size of 260 represents the actual population and the target population. Its confidence level is 95%. The margin of error is 5%. In the analysis of the collected primary and secondary data and information, the structural equation modelling and theme analysis methods were followed according to Microsoft Excel and Microsoft Word operating systems 2016. That is, the results were generated according to an integrated mixed analysis procedure of qualitative and quantitative methods.

The study results were compared with previous research findings, and adaptation from traditional-past oriented performance evaluation methods to modern-future oriented assessment methods is of priority requirement. This study were discovered eleven basic profile areas that are specific to the annual performance appraisal system. The Strategic Multilateral Feedback Performance Evaluation Model (Raghunadhan & Sequeira, 2013); (George, 2016); (Patil & Dalvi, 2019) works exceptionally well to cover this study gap. To cover the study gap by the researcher; The Multipartite Feedback Performance Appraisal System (MFPAS) and the NCOE Lecturer Performance Measurement Scale were redesigned. It will greatly assist in ensuring the efficient, effective and transparent service of lecturers in National Colleges of Education. The findings of this study; Feedback on job performance, such as top managers, moderators, appraisers, appraisees, etc., is of particular importance to key stakeholders. This study requires future research into the validity of each of the redesigned models and procedures, and the development of modern technology online software that can integrate and implement those procedures.

Key words: Job performance profile, Performance appraisal methods, Performance Evaluation Indicators, Ethics of performance appraisal, Key stakeholders in feedback. Performance feedback process.