Results of a national survey indicate that of the four job analysis methods considered, Task Analysis and Job Elements were more familiar, more frequently used, and more favorably evaluated than were Critical Incidents and the Position Analysis Questionnaire but that none of the methods fully meets the respondents' needs. (Author/IRT)

Describes the evaluation of an attendance administration course and illustrates various evaluation processes, design features, and problems. Data were collected for reaction and learning as well as job behavior and results suggested the importance of supervisory support as an intervening variable. (Author/JEG)

Because of the Goals 200 Quality Improvement program of the federal government, Head Start agencies are being held more accountable for their employees and the overall operation of their program. To evaluate these more effectively, agencies need an effective employee evaluation instrument. Strategies were implemented in an agency that provides…

In investigating communication competencies needed by beginning automotive mechanics, an attempt was made to compare the effectiveness of three occupational analysis techniques: (1) developing a curriculum (DACUM), (2) observation, and (3) extended information search. Extended information search produced a comprehensive, valid list of competencies…

The author discusses learning curves versus performance curves. He examines how performance curves are created, how they are used, how they evaluate performance, and how they can be used as analysis tools for training system performance. Case studies are included. (CT)

Looks at four kinds of job evaluation and examines them in light of the concept of comparable worth that may be adopted by the Equal Employment Opportunity Commission. Provides some guidelines for improving evaluation systems. (IRT)

Describes the historical use of assessment centers as staff development and promotional tools and their current use in personnel selection. The elements that constitute a true assessment center are outlined, and a discussion of the advantages and disadvantages for employers and applicants focuses on positions in library administration. (10…

A discussion of methods for measuring college faculty workload first reviews course load analysis, the traditional method used to define, measure, and report faculty workload, then suggests some data alternatives and related issues faced by institutional research offices. Suggestions are offered for locating existing workload data, compiling a…

While senior administrators in all educational institutions have highly complex positions and are very expensive to train and replace, human resources departments have always been challenged to find competent administrators that fit well into the organization. Four main variables in the selection process are: the organization's self-awareness of…

This paper describes two methodologies designed to address deficiencies in training literature, i.e., procedures which empirically evaluate the content validity of training programs, and strategies linking training programs to needs reassessment and program redesign. In section 1, a methodology for establishing the job relatedness of a police…

The process of conducting a task analysis is one of determining exactly and in greatest detail what people do when they perform a certain job, or what they need to know when they enter a certain course of study. A task analysis is sometimes, but not always, preceded by a needs assessment to identify discrepancies between training or educational…

The Unified Classification and Compensation Plan of the Dade County (Florida) Public Schools consists of four interdependent activities that include: (1) developing and maintaining accurate job descriptions, (2) conducting evaluations that recommend job worth and grade, (3) developing and maintaining rates of compensation for job values, and (4)…

A meta-analysis examines the predictive validity of three methods for evaluating the education and experiences (E&E) of applicants for entry and full-performance level jobs, focusing on federal white-collar jobs. The following are methods of rating education and experience: (1) Point, assigning points to the duration and type of past education…

What can be learned from the experience of analyzing jobs and testing employees in industry that can help advance the goal of assessing and improving college performance is summarized. It is apparent that grades, the traditional way of measuring college performance, do not explain much about one's performance in employment. There are two areas…

The key issues, alternatives, and implications for developing countries to consider when designing systems to define occupational standards, related training standards, and assessments were analyzed. The analysis focused on the following issues: the rationale for development of standards; clarification of definitions, terminology, and assumptions;…