Eight key steps for effective performance appraisal are developing a positive performance climate, organizing for results, identifying organizational results objectives, defining job responsibility, training managers, developing individual performance standards, developing meaningful performance evaluation forms, and recognizing results.…

In this first of a two-part article, issues to be considered and alternatives available in developing a performance appraisal program are reviewed and discussed. Topics covered include selecting an appraisal base and appraisal techniques, and determining appraisers and reducing individual bias. (TA)

An appropriate job analysis will provide the dimensions on which a selection system can be built, the rationale for each of the assessment center exercises, and the rationales for other components. (Author/IRT)

Describes Merrill Lynch's Account Executive Simulation Exercise: a three-hour simulation designed to evaluate job applicants' potential for success as account executives from their performance in the role of an account executive. (CT)

Outlines the development of the program of an assessment center designed for use in management and trainee development. (Author/IRT)

Discusses development of the six components of any sound performance appraisal program: (1) explicit job descriptions, (2) definitions of key areas of responsibility, (3) criteria for performance appraisal, (4) methods for data collection and analysis, (5) written procedures, and (6) legal review of all procedures. (PGD)

A continuation of a two-part article about performance appraisal programs, this part examines program design and implementation. Topics covered include a systems approach, designing forms and establishing procedure, and maintaining the program. (TA)

This paper briefly reviews the higher education literature on nonacademic staff evaluation, followed by a description of the development of process of staff performance appraisal being implemented at Atlantic Baptist College (New Brunswick, Canada). Steps in the development process are outlined starting with the writing of a report on compensation…

Provides a historic perspective for staff evaluation and descriptions of conceptual frameworks used in evaluation program planning. Recommends the Southern Regional Education Board's framework for faculty evaluation that includes the development of evaluation purposes; areas for examination; essential evaluation criteria, standards, and evidence;…

In this introductory work, the main principles on which British companies are basing management development programs are presented, and stages in assuring a supply of effective managerial talent are set forth: stages in assuring a supply of effective managerial t"lent are set forth: program planning based on clear objectives and…

Reports on the use of applied behavioral science techniques to develop a performance appraisal instrument and system in a mental health organization. The system integrates individual, professional, and institutional values into an overall framework including parts of the organization in conflict. (Author/WAS)

A convening process was used to study the feasibility of a career ladder program for public school teachers in the District of Columbia. Eight educators from outside the system met on July 13-15, 1987, to analyze problems in the current system concerning: (1) the need to compete for quality teachers; (2) making career opportunities available; (3)…

Describes the development of a job performance evaluation system at Central Piedmont Community College for faculty, staff, and administrators. States system objectives and benefits. Reviews the two-phase development of performance factors and written performance descriptors and the system's testing and implementation in annual personnel…

This article argues that a sound performance evaluation system benefits the employee, supervisor, and organization by providing a written record of efforts, by motivating employees, and by maximizing employee growth potential. It proposes that such performance evaluations are compatible with the Total Quality Management approach. Principles of…

This report summarizes the evaluation of civilian training in six Federal government agencies. A representative sample of executive, managerial, technical, clerical and scientific training programs were selected. The project's purposes were: (1) to produce useful examples of systematic training evaluation; and (2) to generate recommendations for…