When a highly qualified candidate learns the search will be conducted confidentially, a positive response is almost certain, in the author's experience running superintendent searches since 1988. Just as likely, the prospective candidate responds negatively to being told the search process will not be confidential. Confidentiality is the item of…

Sprague High School's program to train career education resource teachers was designed to recruit and prepare approximately 15 individuals from business, industry, and the professions who would provide exploratory career experiences and information to students. A four-page outline covers the program's objectives, procedures, a third party…

In a survey of Oregon hospital directors of nursing for their perceptions of the performance of new graduates from associate degree, baccalaureate, and diploma programs, the author found that the associate degree nurse was ranked lowest. It appeared that the directors' own backgrounds influenced their ratings. (MF)

To investigate unsuccessful principals, those individuals who have been fired, transferred, or "counseled out" of a principalship by the superintendent, nine Washington school superintendents were interviewed. Based on the conclusions from these initial interviews, a self-response questionnaire was developed and administered to 30…

These guidelines were developed to update the original Teacher Performance Evaluation Procedures instituted by the Personnel Management Advisory Committe in 1971 and to comply with Oregon law. They are intended to aid local school districts in developing their own staff evaluation procedures and documents. Examples of evaluation forms for…

The hierarchy of positions in an educational organization makes it possible to have an orderly career, which is traced out through a series of related positions. A differentiated salary schedule provides the incentive to pursue an orderly career. Barriers to an orderly career are of five types: assessment, education, seniority, experience, and…

The Extended Day Program (EDP) provides before and after school day care service to children in public school buildings. This summative evaluation judges the degree to which EDP has met its goals and served its clients, and provides recommendations for program improvement. The evaluator observed each center over a 6-month period; distributed a…

This report, the second in a three-volume study evaluating federally-supported day care in Alaska, Idaho, Oregon, and Washington, contains two sections: one examines the current level of day care services in the four states in relation to the proposed federal day care requirements; the other describes the structure of the individual state…

This publication updates four earlier ones having similar titles, the last of which was written in 1979. These guidelines are intended to aid local school districts in Oregon in developing their own staff evaluation procedures and documents. The guide begins by citing the six administrative agencies outside the district that regulate most school…

The selection of a highly qualified staff is important to the development of an excellent school. In this article, school administrators are advised in the area of personnel selection about preparations for interviewing, conducting an interview, relevant questioning, and the art of effective listening. A major contribution is a review of what…

Merit system law, state personnel rules, and collective bargaining contracts require that Oregon state agencies appraise the performance of their employees. The heart of the Oregon performance appraisal system is work planning. Based on management by objectives and the concepts of employee involvement and participation, work planning is a process…