Age discrimination in the workplace is widespread and often based on stereotypes. Research has demonstrated that older workers learn and perform well. Adult educators should eliminate ways in which educational practices perpetuate ageism, raise awareness of it in the workplace, and help older workers continue learning. (SK)

Performance appraisal is widely endorsed as an essential part of the staffing process, yet most student affairs practitioners acknowledge that it is done poorly, or not at all, in their institutions. The reasons for this neglect are outlined, and suggestions are offered for ways to make performance appraisal a more valuable staffing tool.…

Analyzes concepts of education and training within the context of liberal adult education, finding significant differences. Compares the performance and learning models in human resource development, concluding that learning is conceptually richer and more comprehensive. (SK)

Illinois extension educators (n=95) who were reappointed after restructuring faced changes in subject matter, service area, primary contact group, and targeted clientele. Job performance was negatively affected by changes in primary contact group and targeted clientele, and by anxiety after reappointment. (SK)

A meta analysis was conducted of studies examining the relationship between grade point average and salary, with salary as the dependent variable. Results suggest that grades may be meaningful predictors of current salary and somewhat meaningful for starting salary. (SK)

Three types of staff development portfolios were studied: dossiers, course-related learning, and reflective learning. Analysis of their use as developmental assessment tools indicated that reflective portfolios are particularly effective for performance and learning-related change. (Contains 30 references.) (SK)

Considers definitions and models for ensuring nursing competence, including mandatory continuing education, peer review, and practice or process audits. Reviews ways to select measurement paradigms and instruments and to interpret data. Advocates establishment of practice standards and essential competencies. (SK)

Focus groups of 21 recent nurse practitioner graduates revealed that, as they begin practice, they experience loss of time and privacy, changed relationships, isolation, and role ambiguity. Although they felt adequately prepared, they felt anxiety, inadequacy, and uncertainty. Mentoring and other ways to assist transition were recommended. (SK)

Proposes a conceptualization of workflow formalization that helps reconcile contrasting assessments of bureaucracy as alienating or enabling to employees. Uses research on equipment technology design to identify enabling and coercive types of formalization. Identifies some forces tending to discourage an enabling orientation and some persistent…

Review of literature on nursing assessments using behaviorally anchored rating scales and objective structured clinical examinations found these methods inadequate for predicting nurses' clinical performance. Lacking better methods, nursing risks losing public confidence in its ability to safeguard patients. (Contains 43 references.) (SK)

Organizational citizenship--behavior that promotes organizations without explicit reward--was measured in a survey of 512 employees and 91 supervisors. Involvement in work organization increased citizenship behavior indirectly by changing job characteristics. Involvement in decisions about employment practices had little or no effect. (SK)

Introduces the articles in this special issue, which focus on personnel evaluation across the spectrum of higher education. All relate to a growing interest in holding college professionals accountable for their job performance. (SLD)

A 3-year study of 46 textile industry workers identified causes of employee turnover (supervision, training, organizational communication) using performance analysis. A study of multiple interventions based on the analysis resulted in changes in orientation procedures, organizational leadership, and climate, reducing turnover by 24%. (SK)

Discusses performance-based training and suggests that organizations are focusing on performance and making breakthroughs in terms of competitive advantage. Offers reasons why trainers should focus on performance. (JOW)

A study of 104 office workers and 127 truck drivers found a low correlation between person-job fit and person-occupation fit. Person-occupation fit better predicted intention to quit; both types influenced job satisfaction. Results supported a distinction between the two constructs. (Contains 45 references.) (SK)