When two former principals in central office positions set out to improve administrative communications, their goal was to achieve the quality of exchanges often occurring in the faculty room. With the superintendent's support, they successfully approached district principals with the idea of scheduled, informal, open agenda meetings between them…

A sample of 524 elementary and 816 secondary teachers was used to evaluate the plausibility of 7 models of teacher militancy concerning issues of workplace control. The more plausible models are those that explain militancy as a function of the extent of teachers' integration into the organization and their affective response to organizational…

Professors who study and teach supervision should realize that they are involved in creating a scholarship of practice, not a science or applied science. Pretending to "do science" maligns education's legitimacy and assigns its professors to second-class status. The practice approach has more potential for creating a true community of…

Principals inevitably influence instruction and learning whether they intend to or not. How principals handle six managerial tasks (scheduling; articulating policies, rules, and norms; hiring personnel; supervising personnel; coordinating pupil services; and managing self-development) determines their effectiveness as managers and instructional…

Performance standards help define more clearly the behaviors necessary for evaluated persons to perform their jobs successfully. This article discusses how performance standards differ from criteria; outlines formats; and presents a behaviorally anchored rating scale. (MLH)

The study with 64 speech-language clinicians and their 32 supervisors found that clinicians demonstrated greater completion of commitments made in supervisory conferences when written agreements were used and when the specific behaviors of supervisees could be followed and measured over time. Written agreements were more effective with beginning…

Assessed supervisees' (N=72) perceptions of supervision in American Association for Marriage and Family Therapy-accredited programs. Supervisees from 14 programs described actual and preferred supervision. Most reported mixed didactic-experiential supervision style. Supervisees considered quality of supervision good, some reported not receiving…

This paper examines the role of agency-sponsored job coaches in supported employment, and proposes a broader concept of supported employment. Suggested alternative support options involve the active participation of supervisors and co-workers. These are titled the mentor option, the training consultant option, the job sharing option, and the…

Discussion of effective performance supervision emphasizes measurability, communication, follow through, and revision, and provides a generic model applicable to a variety of supervisory settings. Highlights include observation and documentation of actual performance; communicating variance between performance standards and actual performance;…

Transfer of training to job performance can be enhanced by appropriate follow-up activities. These may be a combination of trainee action plans, assignment of an interim project, coaching, or seminars and workshops. (SK)

Presents a practical, research-based process to help principals assist teachers in developing questioning skills. Measurable elements of effective questioning include teaching style, levels and types of questions, wait time, modeling of mental processes for answering questions, and use of transfer. Includes 20 references. (MLH)

The Institute of Educational Administration (IEA) at Geelong, Victoria, Australia, is briefly described. Participants in IEA programs undertake a five-stage process: courses in educational administration; a four-week residential program; a fermentation exercise; advanced residential program; and an innovative project in their respective schools.…

A survey of 123 rehabilitation counseling students' perceptions of supervisory style and supervisor behaviors during practicum was conducted. Using the Supervisory Style Inventory and the Supervisory Questionnaire-Revised, confirmatory factor analysis did not support the original factor structure of either scale and no consistent relationship…

After being shadowed by her new superintendent for one hectic workday, a veteran elementary school principal learned she had high blood pressure and needed to flex her management style. She was advised to delegate more responsibilities, write about her practice, schedule only half her workday, and provide balance in her life. (MLH)

A comparison of earnings, education, mobility, interactions with subordinates and supervisors, job satisfaction, promotion, and turnover of men and women in middle-management federal civil service found that women have more problems with supervisors, are overall as satisfied with their treatment as men are, but are more likely to say they lost a…