Notes advantages of effective feedback in improving quantity and quality of employees' performance. Presents set of guidelines for giving corrective feedback in four categories: deciding whether to give corrective feedback; deciding what to say when giving feedback; deciding how and when to give feedback; and deciding how to handle receiver's…

Included in this examination of performance appraisal practices is an outline of the characteristics of a good system--one that is cheap to install and only requires a manager to do his/her job. (Author/IRT)

Purpose: The purpose of this paper is to show that in comparison to performance appraisal, "practice enhancement" is offered as a conceptual tool that can be used to develop strategies for reflecting on, communicating changes in and planning for excellence in teaching practice. Design/methodology/approach: The conceptual notion of…

For faculty or staff evaluations where competition is involved (e.g., for so-called merit pay), randomly paired comparisons are strongly recommended. (Author)

The relationship between employee turnover and performance was measured for 144 leavers and 144 stayers across 32 positions in a large institution for mentally retarded people. Performance ratings for leavers were significantly lower than for stayers suggesting that the organization is not ejecting its best workers. (Author/DB)

Discusses corrective action and employee discipline in library management, covering: (1) factors affecting the library manager's right to discipline; (2) employee orientation and training; (3) employee performance measurement; (4) corrective strategies; (5) termination as an option; (6) the importance of fairness; and (7) positive results of…

Offers guidelines and suggestions for young family science professionals who are seeking careers in academia. Discusses how preparation for tenure process evaluation must begin in graduate school and suggests ways to continue tenure efforts during first few years of academic appointment. (Author/NB)

Discusses aspects of a good system for library employee performance appraisal, stressing the importance of treating workers as adults and making the appraisal process a two-way exchange. The role of the line supervisor and how to deal with poor performance are also addressed. (MES)

Discusses four themes related to resolving difficulties in library personnel evaluation: (1) the importance of clearly defining performance evaluation and its goals; (2) negotiation theory for dealing with negative results of personnel evaluation; (3) development of a perspective on conflict management; and (4) assertiveness as a foundation for…

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)

How to choose a consultant best suited for your building project. (Author)

Answers questions about how to choose, use, and evaluate a professional negotiator. (IRT)

Describes the special practices and concerns which apply to evaluation and accountability in mediated services. Issues are raised which offer potential obstacles to the development of sound evaluation and reporting practices. However, ways to reduce the seriousness of those obstacles are also presented. (Author)

Well-trained off-site trip leaders can turn a trip into a positive educational lesson. American Camping Association standards are referenced, and some personality traits are suggested as criteria for determining the suitability of staff to act responsibly "in loco director." Discusses factors that determine counselor-to-camper ratios,…

The causes for executive dismissal are discussed, including the special problems involved in the development of effective administration in the educational field. The importance of ethics and honesty in professional organizations is emphasized. (MD)