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…

"Evaluation Theory, Models, and Applications" is designed for evaluators and students who need to develop a commanding knowledge of the evaluation field: its history, theory and standards, models and approaches, procedures, and inclusion of personnel as well as program evaluation. This important book shows how to choose from a growing…

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…

This document outlines the policy and review procedures of Schenectady County Community College on continuing and career appointments. The policy was adopted by the Board of Trustees to establish conditions under which staff members could, for the first time, receive appointments for more than one year. The policy applies to instructional staff…

This update of the International Personnel Management Association's guidelines for organizational psychologists, human resource management specialists, and others addresses elements of assessment centers, policy statements, assessor training, informed participation, and participants' rights. (SK)

This handbook is one of four handbooks developed for preservice and inservice counselor preparation and professional development. It was developed as a practical guide which will provide resources for supervisors to use in the field for enhancing their own skills or for use with other counselors under their supervision. It is also appropriate for…

This manual describes a new coding technique to be used in training and supervising interviewers. Section A contains a brief description of the system, including information about its development and the rationale underlying the procedures, the purposes for which it is intended, and the ways in which it has been used. Section B contains…

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…

The definition and purposes of evaluation are explained in this booklet addressed to members of boards of education. Evaluation provides information to the school board enabling them to make decisions about goals, personnel, administrators, and programs. Some guidelines are offered regarding responsibility in personnel and student evaluation. (SM)

Describes strategies for improving performance appraisal systems and examines common features of appraisal systems in large companies. Highlights include rating scales; ranking; forced distributions; tying performance appraisal to strategic business goals; frequency of reviews; development plans versus evaluation only; and group review meetings.…

This article defines a performance objective as an answer to the questions of who does what, how well, and under what conditions. Three components usually considered mandatory for a performance objective are the action or behavior in which the person engages to demonstrate that he has learned what he was expected to learn, the condition under…

Because of increased competition and a need for retaining and retraining valued employee in a shrinking industrial labor pool, there is a growing need for presentation skills training. Analysis of theories of adult learning, training styles, training formats, and practical experience in the field suggests that the most effective training format…

This student booklet is seventh in an illustrated series of eleven learning activity packets for use in teaching job hunting and application procedures and the management of wages to secondary students. Two units are included in this packet, one explaining the differences between periodic and merit pay increases and between flat amount and…