Introduction: Little is known about the overall appropriateness and value of the various programs available internationally for assessment and remediation for individual physicians whose performance in their clinical practice has been identified as giving cause for concern. Method: A questionnaire was e-mailed to members of the International…

This paper examines the use of development centre methodology to measure the gap in performance for fieldwork staff in a social welfare organisation. The process follows the construction of a capability framework, a set of work-based simulations for participants and the use of a 360-degree instrument. These processes are combined to measure and…

Outlines the method developed by the Standards Development Program (United Kingdom) and used by the Employment Department to define, measure, and improve competence in the work force. Discusses functional analysis and how it defines the standards of occupational competence, elements of competence, performance criteria, range statements; and…

Demonstrates use of a matrix weighing factors related to the attractiveness of a job and one's ability to perform it in order to evaluate potential job opportunities. Explains criteria for each factor and use of the matrix in career counseling. (SK)

Describes the development of a staff evaluation method for a West African diesel power plant extension, focusing on project constraints, individual job performance, maintenance staff group performance, unscheduled emergency exercises, unplanned shutdowns and other critical incidents, and observation of staff behavior during shifts. Outlines staff…

New ways of identifying and measuring competency are needed to assure that the ability to perform competently is the determining factor in licensing and certification of professionals. Primary concern should be given to the assessment and evaluation of professional performance outcomes. (Author/MLW)

Compares three competence assessment strategies that differ in the forms and amounts of evidence required and process of obtaining it: (1) performance samples; (2) workplace observations; and (3) evidence of prior achievements. Concludes that performance evidence may need to be supplemented with prior observations or achievement records and that…

The convergent and discriminant validity of common measures of three faculty competence attributes (teaching, research, and service) were investigated using multitrait-multimethod (MTMM) matrix analysis. Three different measures for each component were collected on 57 college professors. Results distinguished the three hypothesized components, but…

In Tennessee, varied data-gathering devices have been employed in an attempt to determine whether an educator is qualified for a given level on the state's career ladder program and, thereby, should attain the meaningful financial benefits linked to that status. In its first year of operation, the Tennessee program employed several domains of…

The recognition that knowledge, competence, and contribution are stages on a continuum has major implications for assessment methods. Written examinations are thought convenient and cost effective, but if students are to be evaluated as future employees, assignments and examinations should have professional relevance. Students can be best…

Evaluated quasi-experimental simulation technique designed to measure impact of individual differences in managerial styles on executive performance. Tested 20 simulation-based measures for reliability and validity. Data from two samples suggest that this quasi-experimental simulation technology may be useful in assessing managerial styles not…

This document concerns performance appraisal as mandated by the North Carolina Legislature for all certified educational professionals. It notes that, in 1985, all newly certified professional education personnel, including school psychologists, came under the Initial Certification Program (ICP) requirements which issued newly certified school…

Intended for use by library managers, this self-study guide provides an introduction to performance appraisal as an effective tool in human resource management, and a review of the extensive management literature on performance appraisal. Topics discussed include: (1) the functions of performance appraisal, which include the provision of…

Describes a process for evaluating school media specialists that was developed by a high school principal and librarian working as a team. The discussion covers the criteria and methods used in the evaluation process, and how well the evaluation meets the needs of both the administration and the media specialist. (CLB)

The Developmental Supervisory Competency Assessment System presented in this guide has been developed for use in the diagnostic analysis of the competencies of school personnel in instructional supervision. The system, intended for voluntary use by individual supervisors interested in professional self-improvement, combines self-assessment…