Proper evidence of age discrimination requires an understanding of the causal relationships among age, productivity, and employment practices. The proper modeling of causation can provide proof of discrimination. Human capital theory can be used to indicate when differential treatment results from discrimination as opposed to age-related factors.…

Comparisons with appraisals by supervisors, peers, and subordinates suggest that self-appraisals show more leniency, less variability, and less discriminant validity. Self-appraisals show less halo. Self-appraisals significantly correlate with other sources in some studies and fail to correlate in many others. (Author)

Self-assessments combined with achievements and test scores lead to increased accuracy and fairness in examining, but require adjustment for degree of understanding of the element to be rated. This kind of analysis appears promising for studies designed to reduce adverse impact of tests. (Author)

Presented is a 200 item, multiple choice, self-assessment test developed by the National Environmental Health Association to help entry-level environmental health personnel prepare for the registration examination. (BT)

This study was intended to demonstrate the effectiveness of four selected economic indicators as criteria for evaluation of a manufacturing firm's management training program in communication skills. Though the results indicated that the program effected change only in employee turnover, the study supports the measurement of training by economic…

Discusses behavior and learning theories and describes a supervisor training program based on behavior-modeling techniques. Reviews research evaluating the effectiveness of this technique in improving supervisors' performance. (SK)

Factors affecting job satisfaction and the impact of satisfaction on job performance were investigated to develop strategies for dealing with low job satisfaction. Results indicated that student affairs staff were satisfied with their current jobs, but did not feel that student affairs was considered important at their institutions. (RC)

Focuses on library paraprofessionals. Discusses their concerns about lack of advancement; performance of jobs formerly designated for librarians; "professional" versus "non-professional" grouping; duties of paraprofessionals; paraprofessional education; and future outlooks and needs. (AEF)

A. J. Romiszowski developed a schematic model for analyzing performance problems. Whether a problem lies with staff members or their environment is determined first. Staff problems are grouped according to past performance. Work environment problems include work methods, management systems, and job organization. Model emphasizes flexibility and…

Offers supervisors a standard procedure for managing an employee's unsatisfactory job performance that gives the employee a second chance, yet protects the organization in the event of a termination. Discusses notifying the employee through a meeting and follow-up letter; performance improvement reviews; and employee, supervisor, and company…

There are a number of problems posed by employee evaluation, and professional development often suffers from similar issues. Suppose employee evaluation and professional development were intertwined in a collaborative and evolving relationship, and both components were brought to bear on linking individual and company goals. The answer is the…

Outlines the benefits of human performance assessment and examines the reasons why testing hasn't become a general practice in organizations. Describes five steps in creating a test/assessment instrument: analysis; construction; reliability; validity; and setting standards. (AEF)

Discusses benefits of mentoring for the novice, the organization, and the mentor. Outlines key principles of successful mentoring: proper preparation; formal training; effective pairing of individuals; organizational support; time for reflection and evaluation; and follow through. (AEF)

Proposes a four-level model for adapting the Kirkpatrick model of training evaluation to suit technical manuals and services assessing: (1) user satisfaction; (2) user performance; (3) client performance; and (4) client satisfaction. Discusses assessing of the value of work, limitations in evaluating technical communication products, and the…

Explores how managers handle performance problems by isolating particular confrontive techniques recommended by managers. Addresses how these techniques enhance both alignment between managers and employees, and managerial control. Divides techniques into three categories: alternatives to confrontation, investigative actions, and fault finding.…