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Direct linkKallio, Kirsi-Mari; Kallio, Tomi J. – Studies in Higher Education, 2014
The article focuses on the effects of management-by-results from the perspective of the work motivation of university employees. The study is based on extensive survey data among employees at Finnish universities. According to the results, performance measurement is based on quantitative rather than qualitative measures, and the current…
Descriptors: Foreign Countries, College Administration, Governance, Management by Objectives
Liew, Warren Mark – Asia Pacific Journal of Education, 2012
The Singapore Ministry of Education's Enhanced Performance Management System (EPMS) was instituted in 2005 as a system of professional accountability to enhance the standards and stakes of teacher professionalism in schools. This essay explores how the EPMS, with its underlying paradigm of performance management, functions as a "technology of…
Descriptors: Accountability, Academic Standards, Performance Technology, Management Systems
Schneier, Craig Eric; Beatty, Richard W. – Personnel Administrator, 1979
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)
Descriptors: Evaluation Methods, Guidelines, Management by Objectives, Personnel Evaluation
Peer reviewedMartin, Jess A. – Special Libraries, 1979
Describes the results of a two-year experiment with subordinates' evaluation of supervisors in a health sciences library, as well as the findings from a questionnaire survey of 101 health sciences library directors on this reverse evaluation. (Author/JD)
Descriptors: Administrator Evaluation, Management by Objectives, Medical Libraries, Personnel Evaluation
Banks, Patricia Anne; Maloney, Richard J. – School Administrator, 2007
In most districts, the evaluation of superintendents by the members of the board of education takes place in executive session of the board behind closed doors. Few board members or superintendents question the status quo. Most evaluation forms are merely collections of subjective checklists that catalog approved personality traits, attributes,…
Descriptors: School Districts, Personnel Evaluation, Superintendents, Boards of Education
Peer reviewedStanton, Robert O. – Journal of the American Society for Information Science, 1975
An experimental "management-by-objectives" performance system was operated by the Libraries and Information Systems Center of Bell Laboratories during 1973. It was found that, though the system was very effective for work planning and the development of people, difficulties were encountered in applying it to certain classes of employees.…
Descriptors: Corporate Libraries, Library Administration, Management by Objectives, Personnel Evaluation
Peer reviewedJohnson, Arthur – NASSP Bulletin, 1982
A management-by-objectives approach demands personnel assignments, deadlines, and a concise statement of the task. This approach can be used to evaluate personnel and to eliminate the need for crisis management. (Author/MLF)
Descriptors: Elementary Secondary Education, Management by Objectives, Organizational Effectiveness, Personnel Evaluation
Allan, Peter; Rosenberg, Stephen – Personnel Journal, 1978
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)
Descriptors: Administrator Evaluation, Evaluation Methods, Guidelines, Management by Objectives
Peer reviewedWilson, D. – International Journal of Lifelong Education, 1993
Critiques Annual Staff Reports, personnel evaluations in the British Civil Service. Considers the implications of management by objectives and staff evaluation practices in the National Health Service and universities for Civil Service evaluations. (SK)
Descriptors: Evaluation Utilization, Foreign Countries, Government Employees, Management by Objectives
Jordan, K. Forbis; Hanes, Carol E. – School Business Affairs, 1975
Compensation programs designed specifically for school middle managers should involve them and should include a program for evaluating employee performance and for developing and maintaining job descriptions. (Author/MLF)
Descriptors: Administration, Administrators, Educational Administration, Job Analysis
Arikado, Marjorie; Musella, Donald – OCLEA, 1975
Published quarterly by the Ontario Council for Leadership in Educational Administration, Suite N 1201, 252 Bloor Street West, Toronto, Ontario M5S 1V5.
Descriptors: Accountability, Administrator Evaluation, Evaluation, Interpersonal Relationship
PDF pending restorationDePree, Kenneth R. – 1974
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…
Descriptors: Accountability, Administrator Evaluation, Evaluation Methods, Management by Objectives
Gray, Frank – 1978
This paper discusses the use of management by objectives for performance appraisal in education, examining its potential strengths and weaknesses. Among the potential strengths of the performance appraisal approach are the following: 1) it fosters staff development, since an administrator's performance is evaluated according to how well his…
Descriptors: Accountability, Administrators, Educational Administration, Elementary Secondary Education
Download full textGoddu, Roland – 1975
The purpose of this handbook is to provide some tools for supervision which can help the employer and the employee work out expectations, evaluation, and on-going operations. It is divided into four sections entitled (1) Describing Performance Characteristics, (2) Negotiating Outcomes, (3) Negotiating Procedures, and (4) Recording Performance. The…
Descriptors: Employer Employee Relationship, Guides, Management by Objectives, Organizational Development
Hoffman, R. Randall – Personnel Journal, 1979
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…
Descriptors: Evaluation Criteria, Evaluation Methods, Guidelines, Job Skills
