公立幼稚園 敎員의 勤務評定制度에 대한 妥當性 硏究

Abstract

The principal purpose of this study was to analyze ① the degree of the service rating or performance appraisal system, ② the appropriateness of the content and method of rating or appraisal, ③ the appropriateness of the rater and rating period, ④ the fairness of the operation of the service rating or performance appraisal system, ⑤ the appropriateness of disclosure and use of the rating results and ⑥ the remedial plan of the service rating or performance appraisal system. Both the descriptive study and the research study were used as the research method and an investigation was made into the theoretical background such as the meaning, content, method, operation and previous studies of performance appraisal. To carry out the research study, the manager(kindergarten vice-director, director and supervisor), raters, and teachers, the rated, were selected from those working in public kindergartens located in Kyonggi Province and a total of 286 persons were randomly sampled. And questionnaires were distributed to them, which were asked to complete them. For statistical treatment of collected data, the frequency of response was calculated by percentage and the overall trend was identified. Data were analyzed using the SAS (Statistical Analysis System) program and contingency efficient and chi square tests were conducted to identify whether there was a significant difference on the response between groups. Based upon this study results, the following conclusion was drawn: First, the raters showed that the service rating of kindergarten teachers was generally valid in relation to the appropriateness of the purpose of rating, the content and method of rating, rater and coordinator, the period of rating, the nonenclosure of the rating results, and their reflection in personnel management. But the raters showed the conflicting opinions on whether an objective performance appraisal was made under the current service rating system according to whether they majored in childhood education as one the factors of their background variable. They showed the opinion that it was unreasonable to graduate the service rating by the experiences of the corresponding position. Second, the rated showed a negative response to whether both the rater and the coordinator rated them on the basis on objective data with respect to the current service performance rating system for teachers. It was found that there was a statistically significant difference on the opinion concerning the utilization of the performance self appraisal sheet, the graduation of service rating by experience of the corresponding position, rating by grade of teaching experiences and the appropriateness of the cater, the coordinator and the confirmer according to the variable(presence or absence of experiences as full time lecturer). Third, both the rater and the rated said that the current service rating system should be revised to become a system well suited to the public kindergarten with respect to the service performance system for pubic kindergarten teachers. And they said that an objective service performance appraisal should be made of kindergarten teachers by each kindergarten in making a service performance appraisal of them. Fourth, it was found that there was a conflicting view on the nondisclosure of the rating results, the validity of rating marks by grade of teaching experiences and objective rating on the criterion of rating with respect to the improvements of the service performance system for public kindergarten teachers.