This exploratory multi-case study investigates the types of teacher performance data principals consider and collect when evaluating teachers. Data come from public school principals (N = 10) in the U.S. state of Michigan and includes: interviews (n = 30), observations (n = 20), and artifacts collected in 2016 and 2017. Additionally, specific…

Background: Businesses have been exposed to many positive accounts of the benefits of employee wellness to improve employee performance as well as reduce health and injury claims costs for the employer. However, many do not have the tools or experience to effectively demonstrate the benefits of a workplace wellness program for their own management…

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,…

Purpose: This paper proposes a benefit of the doubt (BoD) approach to construct and analyse teacher effectiveness scores (i.e. SET scores). Design/methodology/approach: The BoD approach is related to data envelopment analysis (DEA), a linear programming tool for evaluating the relative efficiency performance of a set of similar units (e.g. firms,…

Presents an evaluation design which, because of its simplicity and the ease with which the data collected may be analyzed, is ideal for use in the "real world" as a practical method for evaluating the impact of training on employee behavior. (CT)

Within the fields of human performance technology (HPT), human resources management (HRM), and management in general, performance measurement is not only foundational but considered necessary at all phases in the process of HPT. In HPT in particular, there is substantial advice literature on what measurement is, why it is essential, and (at a…

This guide provides a brief introduction to the Participant Action Plan Approach (PAPA) and a user's handbook. Part I outlines five steps of PAPA which determine how job behavior is changed by training course or program participation. Part II, the manual, is arranged by the five steps of the PAPA approach. Planning for PAPA discusses making…

Designed to identify exemplary strategies and procedures for assessing employer satisfaction with former vocational education students' training and job performance, this handbook provides ideas for initiating such an assessment and for improving upon current assessment practices. It consists of five chapters. Chapter 1 provides an overview of the…

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)

Proposes a four-level model for adapting the Kirkpatrick model of training evaluation to suit technical manuals and services assessing: (1) user satisfaction; (2) user performance; (3) client performance; and (4) client satisfaction. Discusses assessing of the value of work, limitations in evaluating technical communication products, and the…

This document is a practical guide that demonstrates how human resource (HR) professionals can use performance measurement to link HR to organizational strategy and business objectives, and thereby raise the profile of HR within their organization. The following are among the topics examined: (1) the strategic context of measurement (the role…