This article explores the challenges of reporting outcomes of the Extension educational programs at land-grant universities and presents a model highlighting the focus and expectations of reporting in Cooperative Extension. This model provides a rationale for recognizing the relationship between program planning, evaluation, reporting, and…

Eight key steps for effective performance appraisal are developing a positive performance climate, organizing for results, identifying organizational results objectives, defining job responsibility, training managers, developing individual performance standards, developing meaningful performance evaluation forms, and recognizing results.…

Describes a new staff performance management system at Case Western Reserve University (Ohio). The system involves three easy-to-use performance management forms for supervisory, technical, and clerical staff employees. The forms serve as both evaluation and work planning tools for both raters and employees. During a two-year pilot period,…

In this first of a two-part article, issues to be considered and alternatives available in developing a performance appraisal program are reviewed and discussed. Topics covered include selecting an appraisal base and appraisal techniques, and determining appraisers and reducing individual bias. (TA)

Twenty training professionals in different occupational groups rated eight steps in the training process from development to execution to evaluation. Accountability proved to be a key factor in training success, while needs assessment is usually not well executed. (SK)

An appropriate job analysis will provide the dimensions on which a selection system can be built, the rationale for each of the assessment center exercises, and the rationales for other components. (Author/IRT)

One of the essential services in rehabilitation centers is offered in the prevocational unit. This unit explores the client's abilities through specific activities in a variety of work experiences directed toward evaluating the client's vocational potentialities. The six major objectives of such a unit are described and organization and program…

Describes Merrill Lynch's Account Executive Simulation Exercise: a three-hour simulation designed to evaluate job applicants' potential for success as account executives from their performance in the role of an account executive. (CT)

The authors demonstrate the comprehensiveness of a performance management system and why it isn't just performance appraisal anymore. They discuss choosing performance appraisal measures and standards, communicating performance expectations, planning for performance, monitoring and controlling performance, appraising performance, providing…

Outlines the development of the program of an assessment center designed for use in management and trainee development. (Author/IRT)

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)

A form of occupational analysis called DACUM (Developing a Curriculum) and its advantages in course development and performance assessment are discussed and specific suggestions on conducting a DACUM session are provided. (CT)

This paper describes the planning and implementation of a Staff Development Program for teachers and administrators in the 22 school systems served by MEC (Merrimack Education Center). This program, which provided in-service learning experiences for educational practitioners, is discussed following an introductory statement. Information concerning…