Offers recommendations about how to evaluate student activity programs. (JM)

Suggestions for evaluation of school health programs are offered including specific steps--define objectives, appraise the present progress, evaluate the findings, and make recommendations. (JMF)

Describes the goals, the selection criteria, and the selection process of the Elementary Private School Recognition Program. Includes a listing, by states, of the 60 private elementary schools selected for 1985-86 recognition. (IW)

Describes a performance review instrument which utilizes a self-assessment approach to evaluate skills and behaviors applicable to management and supervisory roles. The technique's objectives are reviewed and steps in the review process are described, including the formulation of personal development objectives. (MBR)

Outlines four steps to follow in doing a full superintendent evaluation: (1) set clear goals for the superintendent, (2) follow up on the goals, (3) get other administrators' views of the superintendent, and (4) present the findings to the superintendent. Includes examples of questions to ask. (MD)

Evaluation procedures should focus on improving instruction, should be realistic and practical, and should enhance the supervisor-teacher relationship. (Author)

This booklet, the first of a four-unit series on computer literacy, provides general guidance on establishing and conducting computer literacy courses, whether as components of other courses or as free-standing courses. An overview of computer literacy in the context of education and training and of guidelines for its implementation is followed by…

This paper discusses the utility, versatility, and pros and cons of the formal performance appraisal as one of the tools of management by objectives (MBO). Rather than rating the traits of an employee, performance appraisal based on MBO rates an employee's achievements toward both his professional goals and institutional goals. The paper outlines…

An inservice training program was designed to assist early interventionists in assessing family needs and setting family goals for Individualized Family Service Plans required for handicapped infants. The training increased interventionists' use of family assessment tools and increased the proportion of family goals written as part of a…

Outlines a 13-step process to develop a tailor-made administrator evaluation system for schools which emphasizes process and anticipates resistance to change. (MD)

Australia's recent experience with performance indicators for evaluation and funding of higher education institutions suggests principles concerning: selecting appropriate, relevant, and reliable indicators; providing expert judgment in interpretation of indicators; considering institutional context and priorities; providing incentives for good…

Physical educators can help students set goals to achieve maximum physical fitness. Educators should continually assess students' progress toward their goals, repeatedly updating goals and activities for reaching the goals. The article explains how to determine students' fitness levels and includes a fitness components activity sheet and class…

This report discusses the purposes and nature of various forms of assessment that can be used to enhance, support, and monitor the progress of science learning in elementary school classrooms. Chapters included are: (1) "Introduction" (describing assessment priorities); (2) "Issues in Assessment" (discussing validity, correspondence between…

This handbook is designed to provide teachers and administrators at the district and school level with a set of procedures for gathering information about the major components of a computer education program and for using the information to develop conclusions and recommendations regarding the components of the program. The four major components…

A survey of University of California central administrators sought views on five key aspects of performance appraisal: (1) communication and feedback; (2) work objectives; (3) job duties; (4) communication with supervisors; and (5) effectiveness of communication, training, and rewards. (Author/MSE)