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,…

This paper discusses the use of management by objectives for performance appraisal in education, examining its potential strengths and weaknesses. Among the potential strengths of the performance appraisal approach are the following: 1) it fosters staff development, since an administrator's performance is evaluated according to how well his…

The Superintendent of Pennridge School District in Bucks County, Pennsylvania, evaluates the local district administrators for merit pay twice a year based on management by objective concepts. Working individually and in teams, the administrators develop common and individual objectives. These objectives are assigned point values by secret…

This publication describes the Highland Superintendency Team Assessment Program, an effort to apply the principles of management by objectives to the evaluation of school district administrative personnel. Section 1 presents the basic rationale and goals of the assessment program and explains the concept of "educational leadership by objectives"…

This review of the literature briefly outlines the history of management by objectives (MBO), describing the Madison, Wisconsin, school district's application of this systems approach to school management, as well as alternatives to the Madison MBO plan developed by other districts across the country. Although there are many variations of MBO and…

Visionary leadership has emerged as a significant characteristic of high performing school administrators. Vision provides a sense of direction for the school and facilitates accomplishment. Administrators must move from authoritarian and managerial modes of operation to proactive leadership, and maintain a focus on the vision through turmoil and…

The Portland Public Schools have developed a model to evaluate support services of the system. Services rendered are defined by goal statements and evaluated by recipients of the services. A computer-based system maintains the service goals of each support unit, selects goals, prepares an appropriate questionnaire for each of 66 different groups…

This case study describes the personnel (including administrators) evaluation program in the Hyde Park, New York, schools. The program incorporates the job targets approach, which entails the setting and achievement of performance objectives. The purpose of the evaluation system is to improve the individual's performance and to aid in assessing…

The purpose of the administrator evaluation program for the Lake Washington School District Number 414, Kirkland, Washington, is to improve motivation, increase understanding of administrator responsibilities, foster communication, establish documented performance as a decision base for personnel actions, and ensure the compatibility of…

A survey of the use of eight decision-science techniques was conducted in a stratified random cample of school districts in the United States. The purpose of the study was to determine the relative use frequency of these techniques in 14 application areas and the potential uses of the techniques in the school districts. The amount of formal…

This booklet is a compilation of management objectives for all units and professional staff members in the South Dakota Department of Public Instruction. Prepared by each professional employee in the department, the objectives seek to define priorities, to define key elements of each job, to establish limits on the employees total time and…