Few companies are comfortable with their performance appraisal system. The author suggests trying (1) systems that recognize competing priorities and attempt to alleviate conflicts through intelligent design and (2) management training that emphasizes the importance of providing staff with ongoing feedback. (CH)

Discusses the importance of staff development as reflected in the literature and describes the role of the chief student affairs officer. Presents a systematic process for designing and implementing staff development programs and identifies some obstacles to successful efforts. (JAC)

A recent meeting of college deans revealed their major concerns to be faculty relations, how to fairly represent both the administration and the faculty, response to inappropriate faculty requests, adjusting faculty workloads fairly, getting faculty support for curriculum changes, staying current in their academic disciplines, and making career…

Discusses issues related to library support for Black Studies courses and programs. Recommends resources for Black Studies faculty to incorporate into their course syllabi and suggests strategies for institutionalizing library support for Black Studies programs. (Author/KH)

The development of academic planning is traced from its origins in medieval Europe to its role in today's university. Several styles of academic planning in the United States are described, the role of the executive is discussed, and a definition of contemporary academic planning is offered. (BH)

Eleven countries (Bangladesh, India, Indonesia, Japan, Malaysia, Nepal, Pakistan, Philippines, South Korea, Sri Lanka, and Thailand) participated in a 1980 meeting on methods of training educational administrators and supervisors to be supportive of educational innovation. This report summarizes the proceedings of that meeting and the…

Discusses the five principal factors to consider when planning career development programs, including the four key roles of the manager in career development; the rationale for each role and why it is important that managers demonstrate competencies in each of the four; why managers resist these roles; and recommendations for methods to help…

Discusses managers as staff developers. Describes three managerial types: (1) high structure, low interest; (2) low structure, high interest; and (3) high structure, high interest. Presents guidelines for improving the staff development process. (CH)

Refutes seven myths that keep employers from welcoming disabled persons into the workplace. Myths include higher turnover, lower productivity, greater safety risk, higher cost, more demanding, embarrassment, and incompatibility. Makes recommendations for managers. (CH)

Introduces special issue on the role of the assistant principal. Briefly reviews the contents of a series of articles which examines research on assistant principals, describes their experiences and major functions, and discusses their potential contributions to managing and improving instruction. (KH)

The University of Miami developed its debt-ridden intercollegiate baseball program into a source of substantial income and visibility, as better players and aggressive marketing helped with the increased attendance and support. Other institutions, even in more northern climates, are following Miami's example. (MSE)

Examines role changes in school administrators, especially with respect to the professional development of staff members. Nontraditional images of the principal are explored, their new activities are linked to the staff development needs, and the implications of this changing image to staff development are discussed. (GLR)

This document is designed to help administrators and faculties understand how the many complicated pieces of a high-performing school fit together. Trying to implement all the pieces at once may not be a solid plan for accomplishing a vision of quality. Taking steps to determine what is most critical for students is the logical starting place. The…

This article summarizes findings and implications of recent reports on education. The following three guidelines should influence future educational planning: (1) well-educated teachers and effective instruction are basic to good school systems; (2) administrators play a crucial role; and (3) actors in the educational establishment must recognize…

Long-range planning requires change management and enables student personnel administrators to prepare for the future. Student services administrators need to develop plans for receiving campus support for organizational objectives. This article discusses the purpose and process of long-range planning applicable to student services. (RC)