Behind the Scores: A Deep Dive into the 2025-2026 Performance Indicators
The 2025-2026 Teacher Imihigo isn't just a contract—it’s a data-driven framework designed to provide a transparent view of educational quality across Rwanda. To help educators succeed, it is essential to look past the "5 Ps" and understand exactly how these indicators are tracked and scored.
Performance is divided into two major categories: Teacher Inputs and Pupil Learning Outcomes.
1. Measuring Teacher Inputs: The Indicators of Effort
Teacher "inputs" are the actions teachers take daily to facilitate learning. These are tracked through four key indicators:
Teacher Presence: This is verified through daily attendance checks. The final evaluation records the number of expected days versus actual attended days, carefully distinguishing between "excused" and "unexcused" absences.
Teacher Preparation: This is measured by the availability of written lesson plans during weekly surprise checks conducted by Head Teachers. Your score is based on the percentage of weeks you can demonstrate preparation.
Teacher Pedagogy: This is evaluated on a 3-point scale during termly classroom observations. Supervisors (Head Teachers or Directors of Studies) look for six specific behavioral indicators:
Clear lesson objectives.
Effective delivery of curricular material.
Identification of student learning levels and use of formative assessment.
High levels of student engagement.
A positive classroom culture.
Implementation of remedial instructions for struggling learners.
Participation in CAMIS: This indicator tracks your completion rate for entering Comprehensive Assessment results into the national system. National authorities (NESA) produce these completion rates for each term.
2. Measuring Outcomes: The Pupil Learning Score
The most innovative—and high-stakes—part of the new Imihigo is the Pupil Learning Outcome. This is not simply based on the average grade of the class, but on a Percentile Rank.
Relative Performance: Student ranks are calculated relative to "comparison groups"—students with similar past performance or similar school characteristics. This ensures that teachers in disadvantaged areas are judged fairly based on the growth they inspire, rather than just raw scores.
The Audit Adjustment: To maintain the integrity of the data, a paper-based cross-marking audit may be conducted. If an audit finds discrepancies between the physical scripts and the digital CAMIS entries, the Teacher's Pupil Learning Score is adjusted accordingly.
3. The Final Calculation: How You Are Ranked
At the end of the academic year, all five components (Presence, Preparation, Pedagogy, CAMIS, and Pupil Learning) are combined to create an Average Rank.
Your Final Imihigo Score is derived by comparing your performance against other teachers in your specific comparison group. This ranking system identifies who is outperforming their peers and provides a clear, objective measure of a teacher's impact on Rwandan education.
Pro-Tip for Educators: Since Pedagogy is scored on a 3-point scale, focus on "identifying student learning levels" early in the term. This feeds directly into "remedial instructions," helping you score highly on two indicators simultaneously!
This is very interesting!! But the planners need to know more about the factors that influence learning. Because they sometimes focus on teachers preparations and teaching they forget that there are psychological factors which we could not ignore!! So better also consider different factors that influence learning nad show up different measures that should be taken in dealing with them as they did for teacher performance contract. TOGETHER WE CAN MAKE RWANDAN EDUCATION BETTER.
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