Psychometric considerations that must be addressed in planning a faculty evaluation system for higher education are discussed. Constructing a framework for evaluation is reviewed through the example of evaluation of instructional competence, research productivity, and professional service. (SLD)

A method is proposed for developing a universitywide faculty evaluation system while retaining the integrity of evaluations of each individual's performance. Suggestions parallel efforts to alter faculty evaluation at Northwest Missouri State University (Maryville). (SLD)

A triad of conceptual, human relations, and technical domains is proposed as a basis for effective performance evaluation systems in education. Systems incorporating the relevant issues in this triad address a fundamental rule of performance evaluation: if it is worth doing, it is worth doing well. (SLD)

Clarifying the meaning of principal effectiveness as a point of departure in the development of an appraisal system in Connecticut is discussed, focusing on the reasons for an appraisal system, how effectiveness should be defined, where to find relevant information, and how best to organize such information. (SLD)