Teacher Ferformance

Produced, Teacher Performance Criteria

Directorate General of Quality Improvement of Education and staff's (Director General PMPTK) Ministry will prepare a teacher's performance criteria. PMPTK Baedowi Director General, said the performance criteria will be used as indicators for the payment allowance teaching profession. In addition, it can be used to evaluate the professional ability of teachers to the profession have obtained the certificate.

Baedhowi said, publishing professional certificate for teachers is to keprofesiannya, but allowance payment is based on professional performance. One condition, he said, according to Government Regulation NO.74 Year 2008 on the Guru, the work load of teachers meet at least 24 hours in face-to-face one sunday. "So even if their performance meets the 24-hour face-to-face, but should be seen that the performance indicators is now being done," he said after the MoU signing ceremony between the education sector in Indonesia with the Turkish Ministry of National Education, Jakarta, Thursday (22/1/2009).

Baedhowi mentioned, the number of teachers that cumulation has been certified in 2007 and 2008 is approximately 360,000 people. From January 2009, he said, had already been a benefit payment profession. Meanwhile, teachers across a target in 2009 was 200,000 and the payment allowance profession will start in 2010. "Payment is intended primarily for participants who have long passed, while the new graduate are required to complete the decree issued allowances professional educators," he said.

Baedhowi assert, there is no change in the teacher certification system, but changes in the work kepengawasan especially for supervisors in the office. According to him, to ensure that the comptroller is required to work a professional supervisor who truly understand the learning process. "If the supervisor does not control the learning process is difficult. Therefore, the search for those of you who have experience as teachers or principals," he said.

Source: Ministry of National Education Press

Depdiknas.go.id

Read more »

Kriteria Kinerja Guru

Direktorat Jenderal Peningkatan Mutu Pendidik dan Tenaga Kependidikan (Ditjen PMPTK) Depdiknas akan menyusun kriteria kinerja guru. Dirjen PMPTK Baedowi mengatakan, kriteria kinerja ini akan dijadikan indikator untuk melakukan pembayaran tunjangan profesi guru. Selain itu, dapat digunakan untuk mengevaluasi kemampuan profesional guru bagi yang telah mendapatkan sertifikat profesi.

Baedhowi mengatakan, penerbitan sertifikat profesi bagi guru adalah untuk keprofesiannya, tetapi pembayaran tunjangan profesi adalah berdasarkan atas kinerjanya. Salah satu syaratnya, kata dia, sesuai Peraturan Pemerintah No.74 Tahun 2008 tentang Guru, yakni memenuhi beban kerja guru paling sedikit 24 jam tatap muka dalam satu minggu. "Jadi kinerjanya itu walaupun memenuhi 24 jam tatap muka, tetapi harus dilihat indikator kinerja yang sekarang sedang dikerjakan," katanya usai mengikuti acara penandatanganan MoU bidang pendidikan antara Indonesia dengan Turki di Depdiknas, Jakarta, Kamis (22/1/2009).

Baedhowi menyebutkan, jumlah kumulasi guru yang telah disertifikasi pada 2007 dan 2008 adalah sekitar 360.000 orang. Mulai Januari 2009, kata dia, sudah dipersiapkan pembayaran tunjangan profesinya. Sementara, target guru yang disertifikasi pada 2009 adalah sebanyak 200.000 orang dan pembayaran tunjangan profesinya akan dimulai pada 2010. "Pembayaran ditujukan terutama bagi peserta yang sudah lulus lama, sedangkan yang baru lulus diminta melengkapi berkas untuk diterbitkan SK tunjangan profesi pendidik," katanya.

Baedhowi menegaskan, tidak ada perubahan dalam sistem sertifikasi guru, tetapi perubahan pada pekerjaan kepengawasan terutama bagi pengawas dalam jabatan. Menurut dia, untuk menjaga agar pengawas bekerja secara profesional diperlukan pengawas yang betul-betul memahami proses pembelajaran. "Kalau pengawas tidak menguasai proses pembelajaran kan sulit. Oleh karena itu, dicari mereka yang punya pengalaman sebagai guru atau kepala sekolah," katanya.

Sumber: Pers Depdiknas

Depdiknas.go.id

Read more »

Role in Providing Improved Performance

Giving incentives to employees as a stimulant that can motivate employees to work more effectively. Incentives closely related to the performance of employees (in this case, the organization is a school teacher and staff). There is a reciprocal two-way between the back of the Performance Incentive. Incentives are given because of the good performance and are given to further improve the performance again in the future.

Based on the assumption of the theory on the importance of incentives to improve the performance of human resources in an organization, especially in schools, the authors in this research are interested to do further research on this.

Research method:

Method used in this research is referring to "the associative method," method of research that aims to understand the relationship between two variables or more. This method serves to explain, predict and control the symptoms / event.

Sources of data in this study are primary data and secondary data, primary data obtained with the spread of respondents to the questionnaire study, the teachers and staff of the TU SMPN 11 Kota Cirebon. While the secondary data is data that is retrieved from the data that has been available mainly to support the results of the questionnaire.

Technical analysis / Processing Test data correlation using the formula, Koefesien Determinasi Test, Test, and t.

Research goal: To know the system of incentives provided by the Junior High School Affairs (SMPN) Kota Cirebon 11 teachers and staff of the TU, to know the performance of teachers and staff at TU SMPN 11 Cirebon city, to know the role of incentives to increase the performance of teachers and TU staff in the city of Cirebon SMPN 11.

Conclusion:

Based on the respondents' assessment, the provision of incentives in the City School SMPN 11 Cirebon have the quality "good" or satisfying.

Based on the results of research are also known level of performance TU Teachers and staff in the city of Cirebon SMPN 11 are at a higher quality "high".

Relationship between the variables X (of incentives) with the variable Y (Teachers and Staff Performance TU) is a "strong and positive." This is known from the acquisition value koefesien correlation (r) of 0.62 and calculating the value of t larger than t table (4152> 2048). This gave Implications on the Growth variable X will be accompanied with the increase in the variable Y.

The influence of incentives on the performance of teachers and staff of the TU 38%, 62%, while the other is the influence of other factors.

Suggestions:

Because of incentives is very affecting performance improvement TU Teachers and staff, it will need to be improved or maintained to achieve the performance of teachers and staff a maximum of TU.

Other factors affect the performance of participating teachers and staff also needs to TU, such as skills development (education and training), and so forth.

Efforts to improve school performance in general is not able to stand on its own without the help of cooperation of the resources available, because it needed a solid partnership between all the teams working there.

Read more »