The incompetence of a few teachers can destroy the efforts of many excellent teachers. Principals need to know how to evaluate teachers effectively and act on their evaluations. The rationalizations typically used to justify failures to dismiss incompetent teachers will not stand up to scrutiny. (PGD)

Educational leadership entails developing teacher behaviors that support student learning. This article outlines ways of achieving this goal through positive reinforcement. (Author/WD)

Suggests that behind problems in public school science education lies the failure of effective supervision and administration. National Science Foundation documentation is used to substantiate this claim. The Connecticut plan, a state-mandated teacher evaluation plan, is described as a successfull attempt that has revitalized science teaching. (CS)

Outlines how the principal can help the beginning teacher in six areas: achieving status with peers, gaining the principal's attention, becoming oriented, making a unique contribution to the school, growing personally and professionally, and associating socially with peers. (Author/JM)

Idea man par excellence, Lee Shulman has long set directions for research on teaching. After founding and directing the Institute for Research on Teaching at Michigan State University, Shulman, now at Stanford, continues his far-reaching investigations into the interplay of content and pedagogy and into assessments of teaching that faithfully…

When performance problems arise with a tenured teacher, the principal has the following obligations: (1) determine the extent and cause of the problems; (2) devise a remediation strategy; (3) respect the teacher's due process rights; and (4) maintain written documentation. (MLF)

To ensure quality instruction, principals must place a priority on teacher observation and feedback. Practical recommendations include the following: (1) offering teachers immediate feedback; (2) being generous with praise, specific with concerns; and (3) monitoring teachers with problems. (MLF)

A discussion of the distinctions made between teacher training (preservice) and development (inservice) focuses on these issues in the context of supervision of teachers of English as a Second Language (ESL). Knowledge from the larger field of education is applied to the interactions of teacher and supervisor. The supervisor's role is seen from…

This review of research on instructional improvement and teacher evaluation considers the complex issues affecting the K-8 principal's ability to enhance educational quality through effective supervision of the instructional process. According to several studies, teachers found formal evaluations far less valuable than direct assistance and…

The skills, understandings, and attitudes necessary for an effective instructional supervisor were identified in the literature (using, for the most part, those materials written since 1975). Twenty-six elements were identified and clustered into six areas for a self-evaluation instrument that can give supervisors a means to describe and analyze…

Results of a study of practices and preferences in teacher supervision and evaluation in Maryland public schools are reported. The study surveyed supervisory practices in 24 local education agencies (LEA's) through a survey questionnaire and a literature search. The report identifies 18 key findings and issues relating to supervision, including…

Providing effective feedback and supervision for student teachers is an important area of concern. The two primary sources of feedback, the cooperating teacher and the university supervisor, are somewhat limited in scope. At the same time, various approaches used successfully with experienced classroom teachers have been rarely tried with student…

Explores and examines the theoretical roots of supervisory practice with regard to field experiences in teacher education. Contends that most approaches to supervision are rooted in paradigms reflecting the perspectives of positivism, phenomenology, and critical theory. (MLF)

Faculty growth contracts are a viable way to define faculty ideas, chart the direction of professional growth, and assess teacher performance. Each contract includes a statement of yearly goals, means for accomplishing those goals, and a budget request. Guidelines are provided for implementing a faculty growth contract program. (TE)

Supervising teachers of adults requires sensitivity and skill in order to achieve a relationship of openness and trust. In their role of helping agents, supervisors identify needs, assist in classroom management, and provide opportunities for teacher improvement. (SK)