I am not sure I understood your question or not? I think there are several keys indicating the performance of the faculty members in technical education which may include these items:-

• The students opinions via the questionnaire papers.
• The research activities on his topic which includes publishing in known Journals with Impact Factor.
• Its rank and number of citations.
• Its quick response for quick technical changes.

Prof. S. EL-Rabaie

Your question needs clarification.

I would also think that it would also vary from institution to institution, and from departmental heads as well. Some institutions are concerned with education, which is of course reflected in the quality of teaching, and the performance of students measured in suitable ways. I would think pass rate should not be used as it can be manipulated easily such – I have seen that often sadly -- as by use of assignments which carry higher weighting than examinations, or resorting to easy examination questions, or repeating questions from previous years, etc., etc. I would also look at the quality of the final year graduation projects. What the professor (El-Rabaie) says could also be considered, and that depends on the emphasis that an institution chooses.

I think student's evaluation using formal questionnaire and analyzing it periodically

Teacher  publications 

Participation in conferences  workshops 

Performing and conducting out of curriculum activities 

I would think student outcome. Are they employed in meaningful careers after the course?

• Research Publications
• Number of consultancy in national projects
• Number of Students project and research
• Periodic student evaluation
• Use of effective teaching techniques
• Peer review
• use of up-to-date subject content 

This book might help you: http://iweb.acteonline.org/Purchase/ProductDetail.aspx?Product_code=B10THINGS

I want to take a very practical approach to your question. As a dean in a college which is made up of mostly second chance learners I look for a few things and teach in In-service as well as faculty meetings the same things. They include but are not limited to:

1. Their ability to engage students in their topic

2. Their ability to employ multiple teaching methodologies, most of my learners are kinesthetic learners and the sage on the stage just does not work well.

3. Do they genuinely enjoy the students or the subjects they teach. I want people who love to teach students. 

When I visit their classes these are the things I look for. In making observations looking for these qualities, they are re-enforced. We also have a student satisfaction questionnaire after every course.

I hope this helps

At our institution there is a rubric to evaluate instructors using Gagne's Nine Events of Instruction. Personally, I have a problem with how my institution evaluates instructors in this manner; particularly since Gagne did not view each of the events equally (McKinney, 2012) yet they are graded on the rubric equally. Additionally, Smith and Ragan (as cited in McKinney, 2012) wrote this must in part be due to Gagné’s assertion that instruction must not necessarily include all events on all occasions, as learners are often able to supply the processing that the events evoke without external prompting (p. 183).

Apologies for not giving you an idea, but at least it is a suggestion for what not to use.

McKinney, B. (2012). Exploring interactive whiteboard use in the 4-6 grade classroom using Gagne's nine events of instruction. (Doctoral dissertation, The University of Alabama, Tuscaloosa).

Thank you all. Please throw some light on what factors( discussed above) are more important than others.

How important is creativity? How does a teacher show it?

Can old dogs learn new tricks? Older teachers seem impervious to new techniques or ideas. This leads me to wonder if we should only hire younger teacher. Whats the thinking?

How about this approach to key performance indicators?

" After the consultation, we compile a customized report of the faculty member’s metrics. (See a short sample report.)  While faculty generally consider citations and journal impact factors the most important metrics, they are often also interested in usage metrics, captures, and sometimes even social media metrics.  The main tools we use are Plum Analytics, Publish or Perish, Journal Citation Reports, and SCIMago Journal and Country Rank.  Besides the standard usage metrics pulled in by Plum, we also have Plum integrated as a widget in our institutional repository to gather data there..."

https://libraryconnect.elsevier.com/articles/showcasing-our-institutions-research-look-uta-libraries-new-consultation-service?utm_campaign=RN_AG_Sourced_300000414&utm_medium=email&utm_dgroup=ELS_LCN_July_2018&utm_acid=23303843&SIS_ID=0&dgcid=RN_AG_Sourced_300000414&CMX_ID=&utm_in=-1966374577&utm_source=AC_32

https://uta-ir.tdl.org/uta-ir/handle/10106/27281

Publication or Patends and then commercialization of ideas

Not sure if there's an answer here: Book Improving Teaching Effectiveness: Final Report: The Intensiv...

Not sure if there's an answer here: search for the report at www.rand.org "Improving Teaching Effectiveness: Final Report" by the RAND corporation.

Possibly an answer here: search for the report at www.rand.org "Improving Teaching Effectiveness: Final Report" by the RAND corporation.

The key performance area in technical education needs to be carefully designed objective by authorities . It has been globally observed that on different age with valid experiences of faculty, the performance get vary.Or in other words, the authority should not expect any magical, impossible, and whimsical expectations. For teaching ability- five years average feedback in the same course with the student strength not exceeding 30 better reflects the quality of teaching. Teachers are busy with lots of managerial, classical , and administrative activities of the institute, and department. If many students get admitted in the institute (not in course) those who are staying near the faculty ( however, the population must match the financial requirement of the institute) is a significant attribute of the faculty contribution in the self-financed institute. Any funded project, any funded training, any patent (if purchased by ant organization ) associates with the faculty is really an effective performance. Finally, quality of teacher to convert the technical details to the business is another real contribution that improves the socio-economy of the nation.

All the above mentioned expectations depends on the administrative tolerance and free time of the faculty. Without free time, and suitable administration, such expectation are hard to achieve. However, faculties also has to understands that each institute is facing tremendous global competition, doing aggressive marketing, and also die-hard to establish the brand.

Principles for the evidence of good teaching should:

1. come from multiple stakeholders;

2. Show evidence of continued learning about their discipline AND pedagogy (androgogy for adult teachers);

3. cotribute to a culture of learning/teaching/collaboration through language, stories, rites visuals and awards within and between disciplines.

Key principles about EVIDENCE to support claims of good teaching are:

a) reliable/robust

b) multi-informant (360degrees)

c) collaboration across constituency groups

d) stage-appropriate (beginner/advanced etc.)

e) systematic and institutional (routinely and objectively done)

f) career-long assessed (continuity/longitudinal)

Following

My colleagues from Faculty of technical sciences have written an excellent article about this issue dear Nilesh G Patil

Selecting Key Performance Indicators in Universities – Academic perspective

In recent years, the systems of performance indicators occur in terms of the increasing importance of analyzing peformances of Higher Education Institutions in order to increase the effectiveness and efficiency, with the most rational use of resources and greater transparency. In the process of developing a system for monitoring performance, the selection of indicators requires special attention when taking into account different needs of stakeholders. Among different criteria for selection of indicators, a detailed study may be focused on the relevance of key indicators for teaching staff. This paper presents the results of the pilot phase of the research in the field of relevance of performance indicators at the Faculty of Technical Sciences, University of Novi Sad, within the teaching population of the Department of Industrial Engineering and Management. The pilot phase included 59 respondents from a total of 140 teachers who make up the target population. The obtained data were analyzed using Mean-Variance method which is used to rank indicators by relevance and which is basis for further analysis and comparison of results with other groups of stakeholders in determining the common set of key performance indicators...

https://www.iim.ftn.uns.ac.rs/is17/papers/95.pdf

Through his accomplishments of research, seminars, patentability, and postgraduate supervision.

It appears that the post covid 19 period the role of a teacher may significantly different compared to before covid 19. What characteristics of a teacher may change? How do you look at the challenges and opportunities for a teacher?

Good Answer Isam Alkhalifawi

Ljubomir Jacić please share your thoughts @It appears that the post covid 19 period the role of a teacher may significantly different compared to before covid 19. What characteristics of a teacher may change? How do you look at the challenges opportunities for a teacher?

Dear Nilesh G Patil , it will dramatically change in terms of distance teaching and learning. Blended learning will prevail...

This is fine article about.

https://www.insidehighered.com/digital-learning/blogs/learning-innovation/teaching-and-learning-after-covid-19

Clarity of explanation + associative/ problem solving skills + ability to answer students' questions on material outside the immediate curriculum.

As to how to measure them - it is subjective, I guess. Based on students' opinion. :)

Valeria Tananska How do you look at it post covid 19 challenges? Do you see any significant shift in the desired attributes?

It is possible through student evaluation, and the productivity of a faculty member in scientific research and community service.

May be this link is useful for You:

https://www.iim.ftn.uns.ac.rs/is17/papers/95.pdf

Abdelkader Mohamed Elsayed , you should read previous answer, begore posting the new one, just in order to avoid multiplicity!

I have brought comment and this resource from your last answer on May 14th, 2020!

Diligence in work, number of article published and community service.

Key performance indicators of faculty member in technical education; How to measure:

Below are the some key performance indicators of a faculty member in technical education and the subsequent measurable tools (in brackets)

• Curriculum- (Objectives of a particular program, schemes of work and lesson plan for each semester content, annually)
• Teacher Satisfaction. (Student’s performance, attitudes and practice, teaching method and technologies use, Completion of semester content used following the calendar year, Teacher Attendance)
• Knowledge and Understanding of Subject Matter. (assessment tests , Simulation, Objective Structured Practical Examinations (OSPE) / Objective Structured Clinical Examinations (OSCE), Benchmarking experience report, Professional observation report, Experiential learning report, Clinical model (Clinical tutorial, One to one clinical attachment), students excelling in the subject)
• Student Achievement based on assessment (Continuous- progressive and Summative Assessment)
• Discipline Referrals.(Cognitive behavior of students over time)
• Attendance and participation rates.(Registers, attendance and roll call sheet: Individual and group work to assess participation levels)
• Graduation Rates. (Keeping students a top priority, Quality not just quantity in numbers of graduates, Professional Development.

Dr. Paul Kasigaire (Lecturer KIU and Kyambogo University- Kampala Uganda)

Sometimes, feedback from former students once they are employed. Some will write back and acknowledge your contributions. So, the key performance indicator will be number of feedback messages of satisfied students (customers).