The Benchmark Survey Methods of the Lecturers and Chairs Work in the Higher Educational

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Mechanics, Materials Science & Engineering, July 2016

ISSN 2412-5954

The Benchmark Survey Methods of the Lecturers and Chairs Work in the Higher Educational Establishments, with Using the Cumulative Ranking Index Protsiv I.V.1, a, Shevchenko O.V.2, b, Protsiv V.V.3 1 Research fellow, Economics and National Economy Management Department, Oles Honchar Dnipropetrovsk National University 2 Ph.D. in Economics, assistant professor, chair of the International Tourism, Zaporizhzhya National Technical University 3

Professor, Head of the Mining Engineering Technology Department, National Mining University, Ukraine

a

4327313@gmail.com

b

cheva-lena1979@mail.ru DOI 10.13140/RG.2.2.1002.41242

Keywords: ranking,

higher educational establishments.

ABSTRACT. is quite difficult to calculate, so can be used by only using specialized computer programs in fairly large groups (up to 1000 subjects), for example among the faculty. Such an approach encourages teachers to hard work at the same time in many ways, so it is better to use the method with "In sum places" and additional calculation "for the weighted average place".

Introduction. The quality rating of the teaching staff is afforded by normative documents [1, 2, 3]. of ranking that allows to weigh the efficiency of the individual employees including the whole chairs, and to calculate a relative index of subject ranking against the average university level. It also helps to calculate the contribution of each subject into the general university result being the most correct summing up of ranking, however allows the possibility of win (obtaining the highest placements in ranking) in consequence of unnaturally high results in one or more indices, such as publication of 10 books by one lecturer in a reporting period (semester). Aim. To develop the methodology for the calculation of lecturers and chairs of the higher education establishments ranking by rating index, and to connect results with other counting methods.

give him the medal place at university. And most any other indices, because of lack of time for another work. That is why summing up with using every methods above will rate the employees (subdivisions) differently, and for more objectivity, there is a sense to do one more step of rating - by average possibility to respect others, who work productive for all the rating indices, and those who concentrated on just a few of them reaching the highest achievements. In symbolic model description below using such conventional signs: number of university departments;

MMSE Journal. Open Access www.mmse.xyz

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