FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W50598178> ?p ?o ?g. }

• W50598178 startingPage "135" @default.
• W50598178 abstract "Today schools are being asked more and more to justify that they are providing quality education to their students (Haertel, 1999). The schools in turn are asking that teachers be responsible for the quality of the training that they are providing their students (Haertel, 1999). This demand for quality is often without markers other than, perhaps, student performance on some identified standardized test (Haertel, 1999). This may be one reasonable marker of teacher effectiveness but, perhaps is not sufficient by itself. A teacher's effectiveness is a multifaceted picture of the learners in their charge grow under their direction. We expect our children to develop a motivation for learning, a basis of learning to build on, the skills or ability to apply their learning, and finally we expect our children to succeed at taking their learning and their skills outside the school and to use them in building the lives we hope they will have. Largely, we hold our teachers responsible for guiding this monumental task. To frame our reference in a realistic approach to evaluating teacher performance, this article suggests borrowing from the realm of corporate, industrial, and adult training and using Kirkpatrick's (1959a, 1959b,1960a,1960b) four level model of training evaluation. This model of evaluation has been the most reviewed and applied guide to assessing the effectiveness of training in the adult world of work since its inception in 1959. In an article in Training and Development (1996), Kirkpatrick reviews the model and notes that little of the content has changed. He still posits that the effectiveness of training, and this paper suggests teaching, is best evaluated at four progressively difficult and valuable levels. These are the reaction level, the learning level, the behavior level, and the results level (Kirkpatrick, 1959a). The rest of this paper will define these levels and discuss each can be used to evaluate the performance of teachers in the traditional classroom setting. Level One: Reaction The first level of this model is the reaction level. Kirkpatrick (1996) describes it as, how participants feel about the various aspects of a training program. In other words, do they have positive feelings about the instructor, the material, and the experience. The premise is that if participants do not have those positive feelings they will not reap the fullest benefit from their instructions and they will not support the experience as valuable to others. For corporate training, we can see the loss this could lead to for the trainer or training department. If little benefit or positive experience was derived, little future use of this trainer or training service is likely (Kirkpatrick, 1959a). For teachers working with our children in a traditional school setting, the value of this level of evaluation may seem less clear. For as long as there has been instruction, students who have not wanted to be in school have been there anyway. We have laws that make being there until a given age mandatory (McCarthy & Cambron-McCabe, 1987). So why should teachers be evaluated on their performance at the student reaction level? The answer is, again, multifaceted. To begin with if we accept that one of the goals of instruction is to create motivated learners, we can easily connect student reaction to learning and instruction to motivation (Alao & Guthrie, 1999). If an individual does not like a program, there's little chance they'll put fourth an effort to learn (Kirkpatrick, 1996). An environment that is valued and an experience that is enjoyed leads to a learner that is willing and more receptive. A more willing and receptive learner is able to take in and retain more material. Additionally, if we look to the value that corporate training places on their participants leaving their training experience with favorable things to say so as to not drive future trainees away or to not influence employers to devalue their training, it may seem difficult to find ready analogies in public education. …" @default.
• W50598178 created "2016-06-24" @default.
• W50598178 creator A5009598712 @default.
• W50598178 creator A5022413877 @default.
• W50598178 creator A5036223800 @default.
• W50598178 date "2000-09-22" @default.
• W50598178 modified "2023-09-27" @default.
• W50598178 title "Kirkpatrick's Evaluation Model as a Means of Evaluating Teacher Performance" @default.
• W50598178 hasPublicationYear "2000" @default.
• W50598178 type Work @default.
• W50598178 sameAs 50598178 @default.
• W50598178 citedByCount "18" @default.
• W50598178 countsByYear W505981782013 @default.
• W50598178 countsByYear W505981782015 @default.
• W50598178 countsByYear W505981782018 @default.
• W50598178 countsByYear W505981782020 @default.
• W50598178 countsByYear W505981782021 @default.
• W50598178 crossrefType "journal-article" @default.
• W50598178 hasAuthorship W50598178A5009598712 @default.
• W50598178 hasAuthorship W50598178A5022413877 @default.
• W50598178 hasAuthorship W50598178A5036223800 @default.
• W50598178 hasConcept C111472728 @default.
• W50598178 hasConcept C127413603 @default.
• W50598178 hasConcept C138885662 @default.
• W50598178 hasConcept C145420912 @default.
• W50598178 hasConcept C151730666 @default.
• W50598178 hasConcept C15744967 @default.
• W50598178 hasConcept C162324750 @default.
• W50598178 hasConcept C17744445 @default.
• W50598178 hasConcept C18762648 @default.
• W50598178 hasConcept C187736073 @default.
• W50598178 hasConcept C19417346 @default.
• W50598178 hasConcept C199539241 @default.
• W50598178 hasConcept C2777267654 @default.
• W50598178 hasConcept C2778757428 @default.
• W50598178 hasConcept C2779530757 @default.
• W50598178 hasConcept C2780451532 @default.
• W50598178 hasConcept C509550671 @default.
• W50598178 hasConcept C71924100 @default.
• W50598178 hasConcept C78519656 @default.
• W50598178 hasConcept C86803240 @default.
• W50598178 hasConceptScore W50598178C111472728 @default.
• W50598178 hasConceptScore W50598178C127413603 @default.
• W50598178 hasConceptScore W50598178C138885662 @default.
• W50598178 hasConceptScore W50598178C145420912 @default.
• W50598178 hasConceptScore W50598178C151730666 @default.
• W50598178 hasConceptScore W50598178C15744967 @default.
• W50598178 hasConceptScore W50598178C162324750 @default.
• W50598178 hasConceptScore W50598178C17744445 @default.
• W50598178 hasConceptScore W50598178C18762648 @default.
• W50598178 hasConceptScore W50598178C187736073 @default.
• W50598178 hasConceptScore W50598178C19417346 @default.
• W50598178 hasConceptScore W50598178C199539241 @default.
• W50598178 hasConceptScore W50598178C2777267654 @default.
• W50598178 hasConceptScore W50598178C2778757428 @default.
• W50598178 hasConceptScore W50598178C2779530757 @default.
• W50598178 hasConceptScore W50598178C2780451532 @default.
• W50598178 hasConceptScore W50598178C509550671 @default.
• W50598178 hasConceptScore W50598178C71924100 @default.
• W50598178 hasConceptScore W50598178C78519656 @default.
• W50598178 hasConceptScore W50598178C86803240 @default.
• W50598178 hasIssue "1" @default.
• W50598178 hasLocation W505981781 @default.
• W50598178 hasOpenAccess W50598178 @default.
• W50598178 hasPrimaryLocation W505981781 @default.
• W50598178 hasRelatedWork W1513877877 @default.
• W50598178 hasRelatedWork W1597627793 @default.
• W50598178 hasRelatedWork W1604080575 @default.
• W50598178 hasRelatedWork W2008051779 @default.
• W50598178 hasRelatedWork W2046588545 @default.
• W50598178 hasRelatedWork W2081186087 @default.
• W50598178 hasRelatedWork W2145018644 @default.
• W50598178 hasRelatedWork W2597529103 @default.
• W50598178 hasRelatedWork W2601861527 @default.
• W50598178 hasRelatedWork W266180918 @default.
• W50598178 hasRelatedWork W273666078 @default.
• W50598178 hasRelatedWork W2741961871 @default.
• W50598178 hasRelatedWork W2764231408 @default.
• W50598178 hasRelatedWork W289422164 @default.
• W50598178 hasRelatedWork W3158259808 @default.
• W50598178 hasRelatedWork W3171500144 @default.
• W50598178 hasRelatedWork W325209478 @default.
• W50598178 hasRelatedWork W766332084 @default.
• W50598178 hasRelatedWork W2613320380 @default.
• W50598178 hasRelatedWork W2620619270 @default.
• W50598178 hasVolume "121" @default.
• W50598178 isParatext "false" @default.
• W50598178 isRetracted "false" @default.
• W50598178 magId "50598178" @default.
• W50598178 workType "article" @default.