As part of a CfBT Education Trust funded study, we investigated the practical steps school leaders can take to ensure that self-evaluation of school performance led, through the effective staff development, to genuine school improvement. On the journey from self-evaluation to school improvement our research identified what schools did that worked,…

Satirizes management by objectives through a funny description of a new system of management by spontaneity. (MD)

For most high school teachers, it appears that the work group they most closely identify with is the department (or the discipline). There are some common bonds: a common language, similar educational backgrounds, a common respect for the subject, and a shared world view shaped by the discipline itself which predisposes the members of the group to…

To recognize high performance administrators, a South Carolina school district has added a performance incentive to the basic salary plan for administrators. Criteria for comparing job targets that are selected by the administrators are based on scope, complexity, and anticipated impact. (MLF)

Performance auditing is a tool designed to assist public officials in meeting their responsibility to apply resources efficiently and effectively. Applies performance auditing to school business support services; identifies benefits and obstacles; and provides selected alternatives and examples of performance auditing. (MLF)

This discussion of goal setting as a means of directing organizational, supervisory, and individual achievement presents the factors involved in goal-based planning at these three levels within the library context, including planning strategies, evaluation methods, and possible problems at each level. (CLB)

Describes a four-stage model for teacher career advancement in the institution whose present structure does not provide promotion for classroom excellence. (KS)

A model for strategic planning using a new definition of management by objectives (MBO) is outlined and illustrated in the context of college or university administration, including department-level planning. Routine objectives, personal objectives, team objectives, budget performance, problem-solving objectives, innovation objectives, and…

The report presents the proposed institutional performance objectives each of Indiana's public institutions of higher education for 1989-91. Performance objectives are presented for Indiana University, Purdue University, Indiana State University, University of Southern Indiana, Ball State University, Vincennes University, and Indiana Vocational…

Provides basic guidelines which school officials and school boards may find helpful in negotiating, establishing, and managing objectives. Discusses characteristics of good objectives, specific and directional objectives, multiple objectives, participation in setting objectives, feedback on goal process and achievement, and managing a school…

Options in management style from corporate administration literature available to educational institutions include the choices of Theory X vs. Theory Y, the managerial vs. academic grid, management by objectives, autocratic vs. bureaucratic vs. participative vs. free-rein leadership styles, situational leadership, presidential role, leadership…

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…

In spring 1981, a need was identified for the improvement of the faculty evaluation system at Brunswick Junior College (BJC). A committee, formed to study methods of faculty evaluation, recommended an evaluation system based on Modified Management by Objectives (MMBO). Subsequent to approval by the college administration, the new system was…

The staff performance evaluation program of McGill University Libraries is based on a hierarchy of objectives in which individual and unit goals are compatible with department, area library, and overall library system goals. Individual goals and performance standards are formulated jointly by the staff member and his or her supervisor according to…

Discussion of performance appraisal in nonprofit organizations and the difficulties involved in obtaining accurate job feedback examines four types of appraisal: behavioralism; minimal model; heuristic knowledge; and tacit information from in-house experimentation. Conclusions are drawn about the usefulness of these approaches and a suggestion for…