Compensation programs designed specifically for school middle managers should involve them and should include a program for evaluating employee performance and for developing and maintaining job descriptions. (Author/MLF)

Each of the 24 administrators brings his concerns to the team for discussion and suggestions. At the request of team members, priorities are set and the individual administrator attacks his own objectives in the most professional manner possible. Inherent in the program are built-in methods for proceeding towards attainable goals, progress checks,…

Author exemplified why management by objectives shouldn't be the basis for salary administration. (Editor)

Chief student-personnel officers (N=203) from two- and four-year private and public institutions responded to a management technique survey replicating a 1976 national study. Responses indicated that although management techniques have remained unchanged, application of the techniques varied between two- and four-year colleges and universities.…

This chapter of "The Best of the Best of ERIC," Volume 2, contains 14 summaries of documents and journal articles on the management team, all of which are indexed in either "Resources in Education" or "Current Index to Journals in Education." The materials included deal with various aspects of this topic, such as…

The relationships that school principals experience with superintendents and school board members are often tenuous. Attempts to include principals as part of management and the results of forming a management team are described in this review. Six journal articles and four documents in the ERIC system are annotated. (MLF)

This Personalized Activity Kit presents a new dimension to staff evaluation. Staff appraisal becomes a procedure that promotes the human and professional growth of staff members. An alternative approach to implementing management by objectives in a large school system is also suggested. Finally, there is a summary of the management role, with…