A growing number of school districts--including large ones like those in Chicago, Dallas, Los Angeles, and Hawaii--have become recent converts to new principal-evaluation systems that tie school leaders' appraisals to student test scores. As of this school year, student achievement accounts for 40 percent to 50 percent of principals' evaluations…

Improvement in public management by objectives can be expected when more attention is devoted to the formulation of strategic objectives for governmental units and programs. (Available from Public Personnel Management, Room 240, 1313 East 60th Street, Chicago, IL 60637; $15.00 annually, $3.00 single copy.) (IRT)

Identifies the following criteria as significant predictors of positive administrator attitudes toward Management by Objectives programs: (1) effectiveness as a means for planning and organizing work for which an administrator is accountable; (2) effectiveness as a means for evaluating work performance; (3) effectiveness in improving satisfaction…

MBO (Management by Objectives) is a concept designed for corporate business; it is therefore inappropriate in an educational setting. It is especially dangerous for education because it gives an objective facade to an intrinsically subjective process. (DC)

The management by objective system defines responsibility and evaluates success by setting and measuring the achievement of objectives. The zero based budgeting system starts budget formation at the $0 point and matches dollar amounts to specific goals. Together, these management concepts help develop an organizational structure. (DF)

Offers rationale for emphasizing management by job standards (MJS) rather than management by objectives. Presents program assumptions and implementation issues. One issue is that supervisors and, if possible, employees need to develop skill in writing job standards. Provides guidelines/examples for developing job standards. Examines implementation…

Proposes a model which emphasizes the delegation of decision-making authority and managerial control of operations. Suggests that risks can be reduced by using (1) a contingency approach to delegation, (2) decision rules for consistency, (3) decision models for specific situations, (4) vital indicator reports, (5) management by objectives, and (6)…

Companies are scrutinizing resources they allocate to performance programs and are asking questions like: "What is the value?" and "How do you know?" This article advocates for an increased focus on the return on expectations (ROE) via evidence of the three Cs: consensus, correspondence, and consistency. (Author/AEF)

An objective, measure-oriented job performance appraisal plan permits management to evaluate worker performance more accurately and precisely, and provides a means for assessing the degree-of-match between employee qualifications and job skills requirements for hiring, advancement, and dismissal decisions. Deficient appraisals may be costly,…

The basis of the measurable institutional objectives approach to management by objectives is the college's educational philosophy. The output measures used are the units completed and grade averages. It is recognized, however, that some student learnings and support program objectives are currently unmeasurable. The Sample Class Plan for…

Based on a nonobtrusive count of input, productivity in a metal-working shop is examined before implementing individual accountability, during intensified accountability, and after the accountability program was terminated. The data show quite clearly that when individual accountability was introduced, productivity rose steeply and then subsided…

Evaluating the effectiveness of counseling requires the clear specification of expectations for changes in the client, deciding on how these changes are to be observed, choosing and implementing a treatment which will effect these changes, and assessing actual progress toward the goal. Evaluation becomes a part of the counseling process. (Author)

The major ppurpose of this study was to determine from human resource administrators in the business community the techniques now used in appraising exempt and nonexempt employee performance. Of the 1,000 administrators surveyed, 125 returned usable questionnaires for a response rate of 12.5 percent. The administrators reported that even though…

This paper discusses the utility, versatility, and pros and cons of the formal performance appraisal as one of the tools of management by objectives (MBO). Rather than rating the traits of an employee, performance appraisal based on MBO rates an employee's achievements toward both his professional goals and institutional goals. The paper outlines…

Considers the implications of administrative accountability, the need for self-evaluation, and the desire to determine relationships between processes used and outcomes produced for recent approaches to collecting evaluation data. (Author/EA)