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)

Drawing from personal experiences, writings, observations, evaluation training activities, and professional consultations, this article identifies 50 propositions inherent in personnel evaluation. Propositons fall into three categories: professional premises, contextual realities, and constraints. (MLH)

Describes the teacher selection procedure developed by the Upper Darby Pennsylvania School District. (JG)

Rating errors in personnel evaluation are universal but may be minimized if administrators are aware of them. Research identifies seven types of error: unwarranted strictness, unwarranted leniency, central tendency, halo effect, recency, contrast, and attribution. Countermeasures include developing clear term definitions, using multiple raters,…

Discusses development of the six components of any sound performance appraisal program: (1) explicit job descriptions, (2) definitions of key areas of responsibility, (3) criteria for performance appraisal, (4) methods for data collection and analysis, (5) written procedures, and (6) legal review of all procedures. (PGD)

Article discusses the Stull Bill and its effects on the evaluation of school personnel, all certificated personnel in California

Properly designed appraisal processes can result in higher levels of achievement for individuals and for organizations. Suggestions for one such system are outlined. (Author)

A principal of a Texas junior high school theorizes about the role of principal as instructional leader. He offers suggestions for developing instructional leadership in the areas of organizational goals and objectives, personnel, staff evaluation, and curriculum planning. Includes a reference list. (MD)

Lists the essential criteria for justifiable dismissals of employees, the sources of evidence to support dismissals and the minimum standards for such evidence, the points by which to judge employees, and the questions certain to be asked by an arbitrator or judge. (JW)

The law clearly provides protection for those who write negative recommendations; however, the standard tests for libel and slander that are used in tort suits where damages are sought for defamation of character are applicable. (Author/MLF)

Examines some basic principles of evaluation and explains how school administrators can use performance evaluation as one way of making it possible for employees to know that they are achieving and that results are being obtained. (MLF)

Principals should delegate leadership authority to professional school counselors to ensure high-quality guidance programs. Principal leadership tasks include organizing for program delivery, advocating for school guidance programs and staff members, defining school counselors' jobs within the guidance program, encouraging continuous professional…

An essential ingredient of good school administrators is understanding the differences among people. Provides a simplified outline of Carl Jung's typology of personality differences to provide administrators a better understanding of staff behavior. (MD)

Provides a form for administrators to evaluate school librarians' performance, including such criteria as general library administration skills, librarians' familiary with school curriculum and program goals, and their attention to students' needs. (JW)