Elaborates on a work adjustment model to explain how flexible working hours can influence employee satisfaction, performance, absenteeism, tenure, organizational commitment, and job involvement. Discusses need fulfillment, stress reduction, and the harmonization of work with human circadian rhythms. (Author/RC)

Examined the influence of rater and ratee age on performance evaluations. Older workers received lower ratings on self-development and interpersonal skills. Younger raters gave higher ratings than older raters on interpersonal skills. The influence of age on performance ratings is consistent with previous research. (Author/JAC)

The performance review is seen as a catalyst for organizational communication that will benefit both the employer and the employees. The procedures described are intended to facilitate communication, while providing feedback and reinforcement to the employee being evaluated. A performance review worksheet and a performance review form are…

Examines factors within newspaper organizations that affect how hard reporters work in covering campaigns: (1) the influence of organizational structure and (2) the journalist's concept of professionalism. (PD)

Explains how to design training programs in which the trainer and the work group collaborate on designing a program that produces agreed-upon behavioral changes in employee performance. The modified critical incident technique is a diagnostic tool which provides information concerning the cost effectiveness of education and training programs. (CT)

Offers a performance appraisal process for client and consultant to shape the way they work together. The process includes recruitment and marketing/proposal development, selection and acceptance procedures, setting objectives and determining performance standards, and incorporation of a continuous performance review. Checklists for managing…

A model to guide the search for types of performance deficiencies is set forth within the general framework of systems theory. Five types of problems, singly or in combination, are discussed as causes of deficiencies. (Author)

Recommends some specific actions to help school board members evaluate their superintendent's performance. Evaluation should be annual; it should be formal, objective, and ethical; and it should be linked to district improvement. By working effectively to improve personal performance and the district's overall effectiveness, the board and…

Displays responses from 540 organizations plus other recent surveys that show how much training is provided at what cost, types of courses provided, training staff, outsourcing, technological delivery methods, and human performance practices. Also looks at whether measures show that training is linked to performance. (JOW)

The validity of the Armed Services Vocational Aptitude Battery (ASVAB) in predicting mechanical job performance was studied with 891 automotive and 522 helicopter mechanics. The mechanical maintenance component of the ASVAB predicted hands-on performance, job knowledge, and training grades quite well, but experience was more predictive of…

Multiple regression analyses of data from 143 public transportation drivers in Kenya indicated that driver experience and hours worked were significantly related to rates of traffic accidents. Educational level, training, salary, and average speed were not related. (Contains 45 references.) (SK)

Classroom observations and supervisor evaluations were made of 12 certified second-year secondary agriculture teachers. Agricultural education coursework and grade point average were predictive of teaching performance. None of seven certification measures explained variance in performance. Supervisors who were interviewed rated cognitive and…

Describes components of successful teacher-evaluation and compensation program at the Ladue School District in suburban St. Louis, Missouri. Reports that salary increases based on performance evaluations improve teacher satisfaction and retention. (Contains 13 references.) (PKP)

A study involving 308 secondary school principals who had served at least 1 year was conducted to reexamine the validity of subjects' ratings by professional development centers. Results indicate a modest level of validity for use of assessment center evaluations in the prediction of principals' job performance. (TJH)

Surveyed student affairs professionals (N=75) to determine whether preparation programs in student personnel administration develop entry level professional competencies and the relative importance of these competencies for assuming an entry level staff position in student affairs. Results indicated differences between those responsible for…