Competence Guru Dan Tugas Tambahan

KONSEP

COMPETENCY-BASE

PERFORMANCE MANAGEMENT(UNTUK GURU)

OUTLINE

• Pembinaan dan Pengembangan Guru

• Perfomance Management

• Konsep Kompetensi

• Kompetensi Guru

GURU

PROFESIONAL

PENGUKURAN

KINERJA GURU

FORMATIF

PENGUKURAN

KINERJA GURU

SUMATIF

ANGKA KREDIT CUKUP

?

NAIK PANGKAT

PROMOSI

SDH PEMBINAAN 2 TH ?

PEMBINAAN SANKSI

SERTIFIKASI

GURU DALAM JABATAN

SERTIFIKASI

GURU PRA-JABATAN

YHA

TIDAK

BELUM SUDAH

PROSES

SERTIFIKASI PEMBINAAN PASCA SERTIFIKASI

KERANGKA

PEMBINAAN DAN PENGEMBANGAN GURU

PERFORMANCE MANAGEMENT CYCLE

March

Skills gap communicated to

corporate

31 August Performance agreements

finalized

December 24

Mid-cycle review

January

Executive discuss proposed ratings

January

Ratings confirmed with employees

Mid-May

End of cycle performance

review

1 July

Variations to remuneration

effective

July

Cycle commences

Performance

Management Cycle

Ongoing Feedback

Ongoing Feedback

CONTOH APLIKASI PERFORMANCE MANAGEMENT CYCLE

COMPETENCY-BASE

PERFORMANCE MANAGEMENT CYCLE

A competency is an underlying characteristic of a person (skill, knowledge, attitude) which enables him/her to deliver superior performance in a given job, role or situation

DEFINISI KOMPETENSI

Basis dari semua tahapan adalah......kompetensi

HIDDENCOMPETENCE

VISIBLECOMPETEMCE

PERFORMANCE PERFORMANCE

MotiveTraitSelf Concept

OutcomeKnowledgeSkill

COMPETENCY is about.....

KNOWING

PERFORMANCE is about

DOING

COMPETENCY vs PERFORMANCE

Waktu ditanya bisa jawab:

“ she likes dancing”

Waktu pidato:

“ she like dancing”

Bagaimana Manajemen Kinerja Guru Bagaimana Manajemen Kinerja Guru Dikembangkan?Dikembangkan?

PERTAMA PERTAMA (III/a, III/b)(III/a, III/b)

MUDA MUDA (III/c, III/d)(III/c, III/d)

MADYA MADYA (IV/a, IV/b, IV/c)(IV/a, IV/b, IV/c)

UTAMA UTAMA (IV/d, IV/e)(IV/d, IV/e)

INDUCTION PROGRAMMEINDUCTION PROGRAMME

CERTIFICATED GRADUATE

CPD focus on improving

professional competencies

CPD focus on improving student

achievement & management

CPD focus on school

development

CPD focus on development of

profession

Career Step

KOMPETENSI GURU KELAS/MATA PELAJARAN

No RANAH KOMPETENSI JUMLAH

KOMPETENSI INDIKATOR

1 Pedagogik 7 45

2 Kepribadian 3 18

3 Sosial 2 6

4 Profesional 2 9

JUMLAH 14 78

No. KOMPETENSI CARA MENILAI

1 Menguasai karakteristik peserta didik Pengamatan dan pemantauan

2 Menguasai teori belajar dan prinsip-prinsip pembelajaran yang mendidik

Pengamatan

3 Pengembangan kurikulum Pengamatan

4 Kegiatan pembelajaran yang mendidik Pengamatan

5 Pengembangan potensi peserta didik Pengamatan dan pemantauan

6 Komunikasi dengan peserta didik Pengamatan

7 Penilaian dan evaluasi Pengamatan

KOMPETENSI PEDAGOGIK GURU

No. KOMPETENSI CARA MENILAI

8 Bertindak sesuai dengan norma agama, hukum, sosial, dan kebudayaan nasional

Pengamatan dan pemantauan

9 Menunjukkan pribadi yang dewasa dan teladan Pengamatan dan pemantauan

10 Etos kerja, tanggung jawab yang tinggi , rasa bangga menjadi guru

Pengamatan dan pemantauan

No. KOMPETENSI CARA MENILAI

11 Bersikap inkulsi, bertindak objektif, serta tidak diskriminatif

Pengamatan dan pemantauan

12 Komunikasi dengan sesama guru, tenaga kependidikan, orang tua, peserta didik, dan masyarakat

Pemantauan

KOMPETENSI KEPRIBADIAN DAN SOSIAL GURU

No. KOMPETENSI CARA MENILAI

13 Penguasaan materi, struktur, konsep, dan pola pikir keilmuan yang mendukung mata pelajaran yang diampu

Pengamatan

14 Mengembangkan keprofesionalan melalui tindakan tang reflektif

Pengamatan

KOMPETENSI PROFESIONAL GURU

KOMPETENSI GURU BIMBINGAN KONSELING

No RANAH KOMPETENSI JUMLAH

KOMPETENSI INDIKATOR

1 Pedagogik 3 9

2 Kepribadian 4 14

3 Sosial 3 10

4 Profesional 7 36

JUMLAH 17 69

KOMPETENSI KEPALA SEKOLAH

No RANAH KOMPETENSI KRITERIA

1 Kepribadian dan Sosial 7

2 Kepemimpinan 10

3 Pengembangan Sekolah/Madrasah

7

4 Pengelolaan Sumber Daya 8

5 Kewirausahaan 5

6 Supervisi Pembelajaran 3

JUMLAH 40

KOMPETENSI KEPALA PERPUSTAKAAN

No RANAH KOMPETENSI KRITERIA

1 Perencanaan Kegiatan Perpustakaan 8

2 Pelaksanaaan Program Perpustakaan 9

3 Evaluasi Program Perpustakaan 8

4 Pengembangan Koleksi Perpustakaan 8

5 Pengorganisasian Layanan Jasa Informasi Perpustakaan

8

6 Penerapan ICT 4

7 Promosi Perpustakaan dan Literasi Informasi 4

8 Pengembangan Kegiatan Perpustakaan sebagai Sumber Belajar Kependidikan

4

9 Kepemilikan Integritas dan etos kerja 8

10 Pengembangan profesional Kepustakaan 4

JUMLAH 65

CONTOH

STANDARD KOMPETENSI GURU PROFESIONAL

Graduate teacherGraduate teachers are beginning their teaching career in NSW. They have undertaken an approved program of teacher preparation or its equivalent elsewhere, and possess the requisite knowledge, skills, values and attitudes to plan for and manage successful learning

Professional Competence

Professionally competent teachers have demonstrated successful teaching experience. They have met the standards for professional competence. They effectively monitor, evaluate and plan for learning. They are able to tailor teaching programs to meet the needs of individuals and groups within the class.

THE STRUCTURE OF THE FRAMEWORK:

KEY STAGES

Professional AccomplishmentThey are highly accomplished and successful practitioners. They are recognised by other teachers as having in-depth subject knowledge and pedagogy. They keep abreast of and contribute to professional learning and educational discussions as well as contributing to the professional learning of others.

They engage in educational and professional discussions and debates. They recognise their role in contributing to the professional learning of others including mentoring beginning teachers.

Professional LeadershipThese teachers have a record of outstanding teaching and are committed to enhancing the quality of teaching and learning. They are committed educators who can articulate a vision of education to their students, peers, the profession and the wider community.

They may be employed in formal leadership positions within schools.

THE STRUCTURE OF THE FRAMEWORK:

KEY STAGES

Professional Knowledge

This domain encompasses knowledge and understanding of the fundamental ideas, principles and structure of the subject/disciplines taught by teachers

Professional Practice

This domain focuses on the action or process of teaching as well as the knowledge and skills gained through experience as a teacher

Professional Commitment

The commitment domain encompasses the capacity of teachers to reflect critically on their own practice accompanied by a commitment to their own development.

THE STRUCTURE OF THE FRAMEWORK:

DOMAIN

THE STRUCTURE OF THE FRAMEWORK:

7 KEY ELEMENTS

No ELEMENTS

1 Teachers know their subject/content and how to teach that content to their students

2 Teachers know their students and how students learn

3 Teachers plan, assess and report for effective learning

4 Teachers communicate effectively with their students

5 Teachers create and maintain safe and challenging learning environments through the use of classroom management skills

6 Teachers continually improve their professional knowledge and practice

7 Teachers are actively engaged members of their profession and the wider community

BEHAVIORAL INDICATOR

The competency model

TAHAPAN PEFORMANCE MANAGEMENT CYCLE:

AGREEING ON COMPETENCY

• Atasan dan bawahan berdiskusi dalam suasana yang kooperatif

• Atasan mengapresiasi pencapaian yang telah dilakukan oleh bawahan (guru) selama ini

• Atasan dan bawahan mendiskusikan dan menyepakati kompetensi apa yang harus dipenuhi bawahan

• Atasan dan bawahan menyepakati level kompetensi yang harus dicapai

• Atasan dan bawahan mendiskusikan kendala apa yang dimiliki oleh bawahan yang menghambat pencapaian target kompetensi

• Atasan dan bawahan mendiskusikan dukungan/bantuan apa yang harus diberikan kepada bawahan agar mampu mencapai target kompetensi

TAHAPAN PEFORMANCE MANAGEMENT CYCLE:

COMPETENCY REVIEW

• Atasan dan bawahan berdiskusi dalam suasan yang kooperatif

• Atasan dan bawahan mendiskusikan pencapaian target kompetensi oleh bawahan dan menyepakatinya

• Atasan dan bawahan mendiskusikan dan menyepakati development (training, mentoring, coaching) apa yang perlu diberikan pada bawahan

• Atasan dan bawahan mendiskusikan dan menyepakati teknis pelaksanaan development

TAHAPAN PEFORMANCE MANAGEMENT CYCLE:

COMPETENCY DEVELOPMENT

• Pelaksanaan training• Pelaksanaan mentoring• Pelaksanaan coaching

Training? Coaching? Mentoring?

Training

The provision of opportunities for people to gain NEW knowledge and skills”

Coaching

It is the support and guidance given to allow people to use their EXISTING knowledge and skills more effectively to improve performance

Mentoring

Mentoring is about helping people develop more effectively. It is a relationship designed to build confidence and help the learner take increasing initiative for his/her own development

TAHAPAN PEFORMANCE MANAGEMENT CYCLE:

COMPETENCY RATING

• 360 degree feedback• Seimbang antara akurasi dan objektivitas dengan kerumitan• Bawahan mempelajari hasil rating • Bawahan menerima atau banding• Tindak lanjut atas banding

TAHAPAN PEFORMANCE MANAGEMENT CYCLE:

COMPETENCY PAY

• Fair and transparant• Stimulate better performance• Aware of dys-functional behavior• Individual, team, organization??

TerimakasihTerimakasih

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