Author defines performance evaluation'' and gives six rules for its successful application. (SP)

The standardization and evaluation of methods of performance assessment represents an important area of concern. In this paper an approach that concentrates on two critical areas and the relationship between them is discussed. These are: (1) a task classification system; and (2) a performance measure classification system. An example is presented…

Presents a learner feedback form that identifies specific strengths and weaknesses in an instructor's classroom techniques. Discusses the development of the form (which involved a task analysis of classroom presentation). It also explains how learners use the instrument and score interpretation. (EM)

The influence of empathy on observers' attributions for an outcome achieved by an actor was examined as well as self-presentational strategies when observers either expected to assume the actor's role later (Role-Playing). On videotape, observer-subjects (N=160) watched an actor succeed or fail at an interpersonal influence task, after being given…

Performance tests are considered significant instruments in facilitating the accurate assessment of an individual's overall competency. The importance of measuring performance and the advantages of using performance tests are discussed. Developing the test involves identifying the objectives to be measured, the task to be performed, and the time…

Eight rating scales for evaluating cartographic technicians are provided. The Scales measure seven characteristics considered to be important aspects of job performance as well as overall job performance. In addition, five different levels of performance are given for rating total job performance and effectiveness as a work-group member. The…

Reports a management consultant's system of employee appraisal, as outlined in a seminar he conducted for business executives. In addition to improving productivity, performance appraisal is needed to insure nondiscriminatory personnel practices and to provide employee recognition without a compensation link. Most companies can't afford money as…

The article presents a matrix technique to evaluate how technical training prepares a person to perform defined tasks after graduation from a training program. (Author)

This paper presents a management by objectives system in three sections: a method of developing the organization's goals and objectives, a method for the development of personal job functions and performance objectives, and a method for the establishment of performance evaluation sessions. Key terms are defined. A rationale for developing…

Work samples are job tasks used as a diagnostic tool in the evaluation of vocational rehabilitation clients. The manual was developed to provide a standardized format for the construction, administration, and interpretation of necessary information from work sample assessment techniques used by vocational evaluators. The outline is divided into…

This paper proposes an Evaluator Development Program to meet the need for improvement and development in educational evaluation. The objective is to enhance effective evaluation processes in elementary, secondary, and higher education through the institutionalization of evaluator roles within differential settings. The program involves the…

Describes the Minimal Acceptable Performance Standards (MAPS), which measures worker performance at Consolidated Edison Company. Steps in establishing standards are: to identify tasks to be performed, to establish behavior-oriented objectives, and to write items for lesson-plan content. Sample MAPS forms for a "job performance walkdown"…