Interest in staff development for principals bodes well for teachers and students. By engaging in and modeling learning, principals can create a community of learners. (MLF)

Discusses aspects of a good system for library employee performance appraisal, stressing the importance of treating workers as adults and making the appraisal process a two-way exchange. The role of the line supervisor and how to deal with poor performance are also addressed. (MES)

The Adaptive Learning Environments Program can provide appropriate individualized instruction to students of all ability levels. The program has undergone more than a decade of development and data-based testing. (MLF)

The article describes a facilitative rather than supervisory administrative approach to encourage teachers' creative efforts as they encourage children's creativity. Practices that inhibit creativity are described, and recommendations for administrative support are noted. (Author/DB)

Outlines a fictitious but ideal school in which staff work cooperatively and are encouraged to develop their talents. (MD)

Focuses on nine major activity areas of training and development: analyzing needs and evaluating results, developing training programs and materials, delivering training and development programs and services, advising and counseling, managing training activities, maintaining organization relationships, researching to advance the training field,…

Focuses on some important aspects of managing training activities, such as arranging program logistics, obtaining/hiring program resource people, preparing budgets and plans, training and supervising personnel and managing leadership. (CSS)

Focuses on issues related to using recent findings from research as a knowledge base for making decisions about teacher mastery. Suggests that if the present body of knowledge about effective teaching is used to select master teachers, some excellent teachers will be overlooked and some ineffective teachers will be designated as masters. (RH)

This paper on staff development proposes one dimension of the Concerns-Based Adoption Model (CBAM), Stages of Concern, as a diagnostic tool for use by counselors, administrators, staff developers and other change facilitators who are responsible for the timing and delivery of staff development experiences. A rationale for staff development, the…

Discusses the value of continuing education for staff members of special libraries as reported by information professionals in a study of excellence in corporate libraries. Background on the Special Libraries Association's Professional Development Program is also provided, and the importance of keeping current with the literature is emphasized.…

Examines the role of the secondary school secretary in Great Britain as that role is prescribed in job descriptions; performed in fact; and perceived by secretaries, administrators, teachers, and others. Suggests that aspects of the role as the role is perceived may indicate possible avenues for staff development. (PGD)

Presents a critical analysis of the Reagan administration's policies on school discipline, the Bauer Report, and the National School Safety Center. Points out that school discipline improves when the general quality of education is improved. (MD)

Before inservice teacher education programs in computer literacy begin, organizers should consider main objectives, who should become involved, and how much hardware should be purchased and utilized. Tips for running a better workshop and Part I of an eight-part staff development series workshop for computer literacy, including hand-outs, are…

This article offers some strategies for closing the linkage between initial needs assessment and the implementation of change. Examined are: prioritizing needs through criteria analysis, developing a cyclical implementation/staff inservice plan, and utilizing an analytical problem solving approach to curriculum and decision making. (Author/RAO)

To develop codes of ethics for their profession, college human resources personnel must first understand their primary job-related responsibilities. These include being alert to evolving organizational needs; coordinating needed training of employees; appreciating the nuances of psychology, communication, and motivation; and observing employee…