Atikah, Department of Industrial Engineering, Faculty of Engineering, University of
Brawijaya, November 2013, The Assessment of Teacher Performance Based on Academic Qualification Standard of Teacher Competence and Gomes Competence as the Guide for Incentive. Advisors: Nasir Widha Setyanto and Ceria Farela Mada Tantrika. SMA Brawijaya Smart School has assessed performance achievement by carrying out direct work assessment by school supervisor. The system of this assessment is by visiting each class to assess the performance of the teaching staff and to examine some supporting documents such as report. However, the assessment system is only useful to understand the performance result of a teacher without intention to improve or to increase the quality of teacher performance. Indeed, performance assessment system is necessary to motivate the performance of teachers at SMA Brawijaya Smart School to increase their performance achievement. It can be done by establishing incentive system based on performance achievement of each teacher. Methods of research include analytical hierarchy process and rating scales to develop a format to assessment the performance of teacher. Academic Qualification Standards, of Teacher Competence and Gomes Competence are combined to design hierarchical structure as a basic for teacher performance assessment system at SMA Brawijaya Smart School. The design of performance assessment system will be used as the guide for incentive provision based on the observable work achievement. Based on the calculation from Analytical Hierarchy Process method, each percentage weight of each criterion of teacher performance assessment is explained as follows: Creativity of 20.70 %, Initiative of 14.42 %, Compatibility to learning material of 13.9 %, Cooperation of 10.5 %, Readiness to learning-teaching activity of 9.62 %, Modeling rate of 5.85 %, Selfintegrity of 5.85 %, Knowledge about duty of 5.66 %, Quantity of 4.0 %, Trust and willingness to complete the task of 3.68 %, Attendance of 2.83 %, Willingness to do continuous learning of 1.89 %, and Punctuality in the completion of task of 1.04 %. After the performance is assessed by rating scales, the calculation of Teacher I, for example, is counted and the achievement total is 3.43. Standard work achievement is used as the minimum boundary of work result. The result indicates that the achievement of Teacher I is 0.14 % while that of whole teachers is 2.80 %. Based on this achievement, the incentive that must be accepted is Rp. 77,656.67.-. It means that the higher performance achieved will lead the higher incentive accepted. Keywords: Teacher Performance Assessment, Analytical Hierarchy Process, Rating Scales, Incentive