A task force was created in a small, AACSB-accredited business school to develop a more comprehensive set of standards for faculty performance. The task force relied heavily on faculty input to identify and describe key dimensions that capture effective teaching and service performance. The result is a multi-dimensional framework that will be used…

Effective principals run effective schools--this much we know. Accurately measuring principal effectiveness, however, has long been an elusive goal for school administrators. In this indispensable book, author James H. Stronge details the steps and resources necessary for designing a comprehensive principal evaluation system that is based on sound…

A form of occupational analysis called DACUM (Developing a Curriculum) and its advantages in course development and performance assessment are discussed and specific suggestions on conducting a DACUM session are provided. (CT)

This paper offers guidelines for policy makers who are responsible for establishing incentive programs for teachers. It provides a framework for: (1) identifying performance-based incentive systems; (2) examining their underlying assumptions; (3) classifying program operations (types of incentives, methods of reward delivery, timing and types of…

This paper briefly reviews the higher education literature on nonacademic staff evaluation, followed by a description of the development of process of staff performance appraisal being implemented at Atlantic Baptist College (New Brunswick, Canada). Steps in the development process are outlined starting with the writing of a report on compensation…

A student work program at Adrian College in their Office of Publications and Information is described. Suggestions for generating quality performance from student staff include: seek talent, cover the basics, generate espirit de corps, provide a work space, establish a communication system, and be dependable and consistent. (MLW)

Avoid the one-shot approach to evaluating administrators by designing a continuous system that focuses on improved performance. The four parts of this school district's evaluation system--philosophy, procedures, instruments, and training--are described, and a sidebar lists the specific job duties used in evaluating administrative performance. (DCS)

A number of school districts have set up employee assistance programs (EAP) that offer help for employees having personal or family problems that affect their job performance. Guidelines for establishing an EAP are offered. (MLF)

Eight steps of the skill training process and 10 rules of learning psychology are discussed as techniques for increasing training effectiveness. The eight steps are: include preevaluate, plan, prepare, present, perform, practice, evaluate performance, and follow up. The 10 rules concern motivation, use of the senses, receptivity, association,…

The Park City School District (Utah) career ladder design provides a system in which teachers are positioned and paid according to successful performance and differentiation of responsibilities. It includes an evaluation system to differentiate among teachers. The career ladder design presents a number of innovations; for example, excellent…

This practicum developed a program to enhance the job performance of support personnel (behavior modification technicians) who work with students having conduct disorders. The behavior modification technicians provided building-level support for principals and teachers working with black adolescents from socially deprived backgrounds. Inservice…

In an effort to foster professionalism and staff development within the Technical and Further Education college staff, a voluntary appraisal program, Facilitated Appraisal for College Executives (FACE), was developed. A handbook is presented which gives background information and some suggestions users may find helpful in implementing the (FACE)…

The fourth of eight related documents, this booklet is part of a series of papers presented at the 1978 National Right to Read Conference examining issues and problems in literacy. In an examination of the role of private business in efforts to increase literacy, each of the three papers in this booklet discusses a specific program sponsored and…

Discusses the assessment center approach to employee selection and describes its background, history and use, methodology (including simulation and observation), and possible applications, including its use in a professional certification program for instructional/training designers. (MBR)

Describes the development of a job performance evaluation system at Central Piedmont Community College for faculty, staff, and administrators. States system objectives and benefits. Reviews the two-phase development of performance factors and written performance descriptors and the system's testing and implementation in annual personnel…