The purpose of this article is to present a critical review of the ways in which the performance of university teachers are usually evaluated. Generally, the institutions state proposal of evaluation that usually coincide with what is evaluated and the use of the results. It includes the review of the different evaluation models to show the…

Introduces the articles in this special issue, which focus on personnel evaluation across the spectrum of higher education. All relate to a growing interest in holding college professionals accountable for their job performance. (SLD)

Assessed the effects of two rating category attributes on halo in job performance ratings. Results suggested reducing halo by using rating categories that do not force raters to rely on their overall evaluation of the ratee, or use the same salient observations for rating job performance on multiple categories. (JAC)

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)

Job evaluations offer the opportunity to improve employee ratings and advance career growth. Suggestions for understanding a formal performance appraisal (intent, function, and process) are given along with general performance measurements. Guidelines are offered to help make wise use of the process for career growth. (DH)

Results from a two-year study of the individualized contract plan (ICP) approach to faculty evaluation indicate this is a workable method of performance evaluation for allied health faculty. The ICP was found to be individualized, systematic, flexible, and objective. Five major recommendations were made regarding the continued use of the ICP and…

A model of a system to evaluate administrators at the American University is presented. Evaluation objectives, program design criteria, the role of committees and supervisors, evaluation procedures, general policies, administrators subject to the policy, and an example of how this procedure would apply to specific cases are discussed. (MLW)

This national survey collected information on the wage and salary management practices in use in institutions of higher education. The survey questionnaire was distributed to approximately 3,000 institutions of higher education in the United States. Characteristics of the over 800 respondents are analyzed. A section on job analysis practices…

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…

The Behaviorally Anchored Rating Scale (BARS) technique was employed with 16 dormitory resident assistants (RAs) to develop an RA job description. Results revealed that RA's generally preferred BARS to the existing job description. Procedural refinements and further uses for the BARS job description are discussed. (Author/RC)

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…

This Systems and Procedures Exchange Center (SPEC) collection of library documents illustrates approaches to and techniques of performance appraisal used in Association of Research Libraries (ARL) libraries. Included are (1) performance appraisal forms, policies, and procedures from Stanford University, University Library Council, Louisiana State…

U.S. college faculty salaries are based on merit and market factors, not a fixed scale. This article proposes a structural model for faculty performance evaluation that considers quality and quantity of output in teaching, scholarship, and service, awarding merit pay in proportion to an instructor's contribution to overall departmental…

In autumn 2003, the author conducted a study of the best practices in linking assessment and strategic planning in higher education by visiting three institutions that represent models in integrating these processes. Information was gathered by interviewing faculty, staff, and administrators involved in the institutions' strategic planning or…

Performance evaluation used for both faculty and librarians for 2 years included rating of performance standards, professional achievement, and auxiliary services. After careful application to ensure equitability of the original and revised forms, faculty questioned the implications of emphasis on research and publication, achievement, salaries,…