Human competence is a vital element for any organization that expects to survive and then thrive. Developing individual performance ability is necessary but not sufficient because trained people alone will not make an organization successful. We must determine what people should deliver and why it should be delivered in order to add measurable…

Evaluation is an important tool to develop and retain skilled employees. It should be used to recognize employees that are performing well, to identify areas for growth and to provide employees with clear, explicit feedback about their performance. An agreed upon appraisal system lets employees know what is expected, what is recognized and…

The Measures of Effective Teaching project has collected performance data using multiple indicators from over three thousand teachers across six urban districts. In the second year of the study, classes of students were randomly assigned to teachers in order to assess the impact of assignment bias on performance judgments. This article discusses…

A disconnect exists between principal leadership expectations and the actual practice of supervision and evaluation of principals. Increased principal responsibilities and rigorous standards require that a new approach to principal evaluation be considered. The authors provide a framework for a multi-dimensional approach to principal supervision…

Training transfer is a key concern for organizational stakeholders, training professionals, and researchers. Since Georgenson's (1982) article on transfer, his conversational gambit that only 10% of training transfers to performance on the job has been quoted often. This estimate suggests a low level of success with training programs in general,…

Across the country, school psychologists are pushing for a role beyond the traditional refer-test-place model and "gatekeeper" of special education. The broad skill set of school psychologists, including knowledge of curriculum, instruction, data analysis, and intervention, can produce positive results for all students throughout the…

After earlier plans fell out of favor, pay for performance plans are becoming more popular. Factors that make those plans more viable include new data systems and ways to measure performance, increased attention on the importance of effective teaching, the need for efficiencies in salary schedules during tough economic conditions, and a change in…

Explains human interactive analysis as an architecture for using computer interactive technologies in the analysis of complex work environments. A project at the Naval Training Systems Center that used video-audio data to develop a multimedia database is described; the analysis and management of data are discussed; and decision processes are…

Examines the measurement system established at Mississauga Transit as an example of an organization that has utilized measurement information for performance improvement purposes by establishing formalized feedback mechanisms aligned with divisional strategic goals. Describes a framework that facilitated the interpretation and use of data by…

Discussion of the four-level model of training evaluation focuses on the need for evaluation at level III, to show that training has been effective and that trainees behave differently on the job. Suggests data collection and measurement methods, including pretraining-posttraining evaluation, action plan audits, simulations, and unobtrusive…

In autumn 2003, the author conducted a study of the best practices in linking assessment and strategic planning in higher education by visiting three institutions that represent models in integrating these processes. Information was gathered by interviewing faculty, staff, and administrators involved in the institutions' strategic planning or…

Describes the characteristics of a statewide principal evaluation system. Even when an evaluation system is detailed, specific, and statewide, inconsistencies develop because of the special nature of principals' work. The system breaks down in the sampling of performance and outputs, and in the communication of negative feedback. (PS)

An observational system is described that collects precise data on the performance of teachers involved in task analytic instruction with severely handicapped students. Discussed are the observation process, provision of feedback to the teacher, teacher self-monitoring of instruction, and field test data for the observation system. (JDD)

A study examined ways of improving the response rates of employers to followup surveys collecting information on graduates of community colleges in Florida. Followup study procedures and instruments that had been used in the state were modified to provide for greater faculty involvement in placement of students and identification of employers and…

A 1982 revision of a 1972 publication, this handbook aims to provide a process that school boards can use to evaluate management performance and set administrator salary and compensation schedules. Following a brief introduction, the first two sections note the problem of public criticism of school administrator salaries and review several…