Appendix 2: Interview Transcript
Interviewer: How do you use the information obtained from the performance appraisal
conducted at school?.
Mr Ivan Yong: We use it to determine grade promotion on whether or not a teacher should move
up a grade. It also helps the finance department to decide on increment value.
Along with that we use it to find out about staff welfare as during the interview
with line manager, principal and CEO, staff can share their grievances openly.
Interviewer: How effective do you find our school’s appraisal method to be?
Mr Ivan Yong: In all honesty, in the beginning I did not find it effective, I joined as the Hr
Manager 3 years ago and when I first joined I realised the appraisal form has not
been revised and was kept the same for 8 years. I have changed it and the current
method is more effective as I matched the criteria to the specific job description of
each teacher depending on their ranking.
Interviewer: Could you explain more on how you matched job descriptions to positions and
why that was needed?
Mr. Ivan Yong: okay can, for instance we have lab assistant, trainee teachers and senior teachers
who are all paid differently obviously. But in the previous appraisal method, they
all get the same type of ranking criteria which is not fair as they each have
different job descriptions You asked me why it was needed, appraisals can only
be done fair if the appraisal criteria match the job description
Interviewer: Why does our school conduct performance appraisals yearly although most staff
are on 2-year contracts?
Mr. Ivan Yong: Good question, its to ensure that increments are given equally. We also pay ex-
gratia payment to staff who perform well. Doesn’t matter if they are on contract as
they are still eligible for ex-gratia payment in August.
Interviewer: How often do you revise the performance appraisal method used?
Mr. Ivan Yong: As I mentioned earlier it wasn’t revised for 8 years till I came along. I plan to
however update every 5 years.
Interviewer: With the current pandemic and teacher mostly doing remote teaching, how do you
plan to conduct appraisal in February?
Mr Ivan Yong: This is a tough one, I have to discuss with my line manager and CEO as she is
personally involved when it comes to appraisal.
Interviewer: Just off hand, what comes to your mind on how to conduct it?
Mr. Ivan Yong: I will have to change quite a few performance criteria to match it with online
teaching.
Interviewer: If you don’t mind, could you explain further?
Mr.Ivan Yong: I don’t mind can, for instance right now we have a criteria for teachers where
they should be able to conduct various teaching and assessment strategies,
however, its not possible now. So I will have change that to match with online
teaching or look at the work given in google classroom
Interviewer: Last question Mr Ivan, generally appraisal interviews are between subordinate and
supervisor but in our school we seem to have 3 different appraisal interview, why
is that?
Mr. Ivan Yong: True most companies will just have a simple appraisal interview or may opt not
to do it as it can get a bit awkward. In our school, first appraisal interview is
between the teacher and line manager who will look at their ratings and discuss
immediate feedback. The its teacher with head of division who will interview
more on student management and other involvement in school aside from
teaching. Finally is the interview with , director of service, CEO, principal, line
manager and head of division; this team is our school’s appraisal committee. We
do this to avoid biasness and so that everybody is involved. The appraisal
committee will record everything by using minutes and I will have all this
information in the teacher’s folder along with their evidences.
Interviewer: Thank you so much Mr Ivan for your time, you took time just to have this meet
session with me, really appreciate it.
Mr. Ivan Yong: No problem, hope you get A for this subject, and you can ask me any questions
regarding this anytime.
