International Conference on Technology and Business Management March 23-25, 2015 218 Performance Assessment Model for Management Educators Based on KRA/KPI Amishi Arora Sukhbir Kaur 1. Introduction An employee appraisal is a method of measuring employee job performance. It consists of reviewing the performance of employees at regular intervals and are based on pre-determined set of criteria. Those criteria are based on organizational goals. The parameters are based on behavior, task achievements, and level of task achievement, strength and weaknesses. This task is part of performance management system. In the education sector, there are no set parameters of performance appraisals; it differs from institute to institute. The parameters differ at the primary level in school education depending upon the pattern of education followed. In the junior and high level of education, the parameters change based on the type and quality of education imparted. For example, the performance appraisal system followed in an engineering college will differ from those followed by a college importing medical education. Teacher’s professional and behavioral competencies are the keys to the delivery of quality education. Therefore, teacher appraisal is a mechanism for improving the quality education. If there is a well-designed appraisal system in place, the instruments and procedures can constitute valuable professional development not only of themselves but also of their constituents. 2. Why Measure Performance? “When you can measure what are speaking about and measure it in numbers, you know something about it, when you cannot express it in numbers , your knowledge is of meager and unsatisfactory kind; it may be the beginning of knowledge but you have scarcely , in your thoughts advanced to the stage of science.” Lord Kelvin (1824-1907). To explain the above as an example, we can measure teacher performance by the increase in the quality of students’ performance, but if we say that the percentage of results should improve by 20%, we are specific in terms of measurement. Or we can say that the placements of the students are improved by 30%. Thus, the performance analyses of teachers have to be measureable. The traditional methods of performance analysis have now been fine tuned to focusing the analysis on predetermined key performance indicators. These KPAs or KPIs are based on different parameters based on the type and level of education imparted. 3. Reasons for Growth of Performance Measurement in Higher Education After the doors were thrown open for private sector in education, there were a plethora of management institutions mushrooming all over the country. This led to dilution in the quality to management education and it became all the more imperative to adopt managerialism in higher education. 4. Meaning of Key Performance Indicators Key Performance Indicator or KPI is an important tool for management control system that obtains valuable feedback for planning and control. In the planning-Implementation-Assessment of tasks in any organization, KPI is an inseparable component of assessment that represents the basis for evaluating key individual and organizational performance and contribution KPI is simply an indicator, not a goal and it is an indicator of performance, not of ability or attitude. Wee & Li (2008) define KPI as the analysis, summarization and selection of factors t6ht are critical to the successful operation of organizations or departmental goals into quantifiable targets, the degree to which these goals are achieved can be reviewed and determined – KPI must include Key Indicator and Performance indicator. 5. Objective The objective of this paper is to understand the Key Performance indicators (KPI) for the teachers in management education and also to understand how the same can be incorporated in the Annual Performance Analysis format. 6. Methodology This paper is a conceptual study; however, the researcher has developed a prototype for performance analysis based on KPIs as an experiment and used it as a case study. A KPI construct questionnaire Survey was conducted. The validity of the research tool was confirmed by content validity wherein all the stakeholders were invited to review the questionnaire content. By the Delphi technique, the not so important parameters were removed and only relevant parameters/ criteria were accepted for the questionnaire. Next, the KPIs were ranked on the basis of their importance. The parameters which emerged as a result of the survey were broadly grouped under the input – process-output model. The “input – process-output” one of the most widely accepted criteria for developing the base is adopted here as well.