Evaluating the Performance of Female Faculty Members in the Department of Educational Policies and Kindergartens in the College of Education at King Saud University using the Method of Reflexive Feedback (360 degrees): A field study
The aim of this study is to draw the attention of decision-makers especially in higher educational institutions, focusing on King Saud University, to an objective method of performance evaluation, namely (feedback) (360). This method does not allow favoritism and personal relation to interfere with the results of evaluation. Unlike traditional evaluation methods, (feedback) (360) does not depend solely on the President’s evaluation of the academic staff. The method is based on a five-dimensional questionnaire developed and used by Testa, 2002. The evaluation covered seven areas of performance: trust, ethics, efficiency, quality of education, quality of classroom management, orientation towards the other and friendship. Forty questionnaires were distributed randomly. The study found that there are negative and positive aspects of the responses. The President was found to be inaccurate in his evaluation of the staff by either overrating or underrating aspects of their performance. The study concluded that the feedback method (360) should be adopted in evaluating the performance of the staff, considered in their promotion and used to ensure their sustainable professional development. This method secures accuracy in evaluation through utilizing more than one source in the process of evaluating the performance of employees in educational institutions.