Addresses the incongruence between traditional pay-for-performance plans and the distinctive collegial environment where merit pay can have an adverse effect on employees' work. Claims administrators need to reframe their views of evaluation and rewards, seeing the process as a "correct fit" for their organizations. (ABL)

Few companies are comfortable with their performance appraisal system. The author suggests trying (1) systems that recognize competing priorities and attempt to alleviate conflicts through intelligent design and (2) management training that emphasizes the importance of providing staff with ongoing feedback. (CH)

Describes a seven-step model which illustrates a procedure for developing performance criteria that are specific to individual jobs. Discusses how it can be applied to the performance of teachers and other school personnel. (SR)

Differentiates between the purposes, goals, and functions of supervision and evaluation for school counselors. Claims, if supervision and evaluation are both provided, school counselors can be more effective, efficient, and productive. (ABL)

Discusses the five principal factors to consider when planning career development programs, including the four key roles of the manager in career development; the rationale for each role and why it is important that managers demonstrate competencies in each of the four; why managers resist these roles; and recommendations for methods to help…

Applies Gilligan's perspectives on gender identity to the supervisory process for resident advisers in an effort to help residence staff become aware of gender differences that affect performance. Discusses implications of gender identity in areas of community development, policy enforcement, teamwork, decision-making, and relationship formation.…

The authors address management's need to train supervisors to use employee performance appraisals. Topics covered include (1) application and usefulness of the appraisal system, (2) various approaches to employee evaluation, and (3) training of supervisory personnel. (Author/CH)

Presents some basic questions surrounding the performance appraisal of school counselors. Focuses on questions about what will be evaluated; how performance appraisal will be done; and who will be evaluated. Claims performance appraisal should include identification of functions; appropriate methods of data collection; trained evaluation; and…

The New York State Division of Budget uses a decentralized system to assess promotion candidates by comparing their training, experience, and recent performance to the proposed position. Managers and candidates find the system more effective than traditional written/oral exams. (SK)

An informant functional assessment was used to evaluate closing-task completion by servers and dishwashers at a restaurant. Based on the functional assessment results, an intervention consisting of task clarification, posted graphic feedback, and verbal feedback was implemented and evaluated with a multiple baseline design across two groups of…

Introduces training personnel to the Instructional Systems Development approach. Presents information on this process for the development and conduct of efficient, effective performance-based training programs. Methodology is presented in five phases: analyze, design, develop, implement, and control. (Author/CH)

Describes the function of an assessment center, which consists of a standardized evaluation of behavior based on multiple inputs. Judgments are made in part by means of specially developed assessment simulations based on a thorough job analysis. Such judgments are used for management decision-making and career development. (JAC)

A model of career development using three types of validity (empirical, content, and construct) is considered for supervisors' ratings of nonmanagers as a predictor of success as managers. As defined in the Uniform Guidelines and professional literature, all three are inapplicable to this prediction situation. (Author)

The author reports that the use of tests both for personnel selection and promotion is increasing. Reasons for this phenomenon are explored and various civil rights issues are considered. The author discusses the issue of test validity and various legal challenges to employment testing. (CH)

This document concerns performance appraisal as mandated by the North Carolina Legislature for all certified educational professionals. It notes that, in 1985, all newly certified professional education personnel, including school psychologists, came under the Initial Certification Program (ICP) requirements which issued newly certified school…