Against a backdrop of new public management (NPM) thinking and managerialism generally applied to universities in a range of countries, this study examines one of its manifestations--performance management for academics. Drawing on in-depth interviews with 40 academics at an Australian university, this article identifies six stances regularly…

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…

Behaviorally anchored rating scales (BARS) provide a means of integrating effectiveness-based and behavior-based appraisal systems. BARS is a set of scales--one for each major job dimension, or broad class of duties, responsibilities, or activities of a job. (Author/IRT)

The most formidable obstacle to designing and implementing a workable plan for differentiating the compensation of administrators and supervisors is an inadequate evaluation process. This speech discusses the need for evaluation, examines how widespread are differentiated pay plans for administrative and supervisory personnel, suggests some…

Management by objectives has not lived up to expectations but still has great potential as a management tool. (Author)

A program for school administrators involves the establishing of performance goals on a mutual basis with objectives that are measurable and attainable. (Author)

Describes some of the major methodologies in evaluation research and stresses the need for researchers to understand the basis of the multiplicity of approaches. (Author/SDH)

The speaker begins his presentation by reviewing the literature on merit programs, both for teachers and for administrators, and summarizing the pros and cons of such programs. He then discusses the development of the merit pay program operating in his district. The initial and most important step in planning that program was developing a…

The authors present guidelines for results-based management appraisal based on a pilot program in New York City government. Included are steps in formulating objectives, standards of accomplishment, and expected results for different types of executive and technical personnel. (MF)

GAS (Goal Attainment Sealing) is an administrative technique used to determine program success through defining and measuring program goals. (MB)

One year's experience in the use of management by objectives in the Technological Institute Library of Northwestern University is reported. (Author)

In this speech, the author addresses the issue of how school administrators can be formally evaluated. A plan is described for evaluating administrators that has as its primary purpose improving their performance and stimulating their growth. The plan integrates supervision and evaluation; is individualized and consistent with sound educational…

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…

Recommends that a "Management by Objectives" (MBO) approach be considered for an effective faculty appraisal system. MBO appraisal is based on the assumptions that faculty members are capable of committing themselves to their work and that they will be allowed to participate in the administration of their areas. (JOW)

Argues for a student assessment based on the goals of the course. In this way, the assessment is democratic, resulting from a very clear understanding on everyone's part of what has to be done to obtain a satisfactory assessment. (HOD)