Performance management, a joint process involving both supervisor and employee in the identification of common goals and writing of performance expectations, is recommended as a quality management approach to college and university personnel management. Its philosophical bases, management rationale, and the use of performance appraisal within this…

A University of Minnesota pilot study of administrator evaluation had administrators (n=46) help define the leadership behaviors and outcomes on which they would be evaluated, then gain feedback from peers whose opinion they valued. The feedback process was computerized. Participants perceived the method as fair, valid, reliable, and personally…

Supervision is the hardest task facing administrators. The articulation of meaningful goals and objectives, as well as careful evaluation of employee performance remain challenging tasks. At Pensacola Junior College, this task was made easier through the development of a more bias-free and objective evaluation form. The form is appended. (MLW)

A rationale is offered for the use of administrative portfolios to evaluate academic-administrator performance. Representative functions, skills, roles, and activities that could be used to define assessment criteria are specified, focusing on the evaluation of department heads at a public university. Items to be included in the administrative…

This article argues that a sound performance evaluation system benefits the employee, supervisor, and organization by providing a written record of efforts, by motivating employees, and by maximizing employee growth potential. It proposes that such performance evaluations are compatible with the Total Quality Management approach. Principles of…

A study determined and described the various methods used to evaluate faculty by chairs of management and/or marketing departments in Texas schools or colleges of business administration. In addition, it investigated administrator attitudes about merit and performance compensation systems and the potential problems and benefits stemming from their…

A survey of 109 faculty in a private university investigated attitudes about merit pay. Results suggest need for changes in the design, implementation, and evaluation of merit pay systems. Recommendations are made for faculty input, accommodation of departmental preferences, group incentives, performance standards, professional development,…

Demands from state level agencies for greater accountability, less academic program duplication, and greater cost containment have pushed U.S. colleges toward greater seriousness, and more competence, in planning. A prominent factor in greater effectiveness in planning models is integrally relating planning, management, and evaluation. (MLW)

The successful organization of the 1990s will fundamentally remake its employee relationship, especially through increased employee influence on the nature of work, organizational context, and quality of product/service. An employee advocacy peer review conflict resolution process has been useful in improving labor relations and enhancing the…

Performance counseling with college faculty is advocated as a humanistic approach to faculty evaluation. Discussed are performance goals, the delineation of professional competencies necessary to reach those goals, and factors affecting performance of faculty members. (DB)

Suggestions are made for supervisors to help make the personnel evaluation process more meaningful and less intimidating to employees, particularly when cultural, gender, disability, or other personal characteristics inhibit mutual understanding. Emphasis is on clear, two-way communication and constructive interaction. (MSE)

Saint Louis University's efforts to develop and implement a comprehensive sexual harassment training program as the foundation for a cultural influence process is described. The use of the training program as the foundation of a normative-reeducative process of change is described. (MLW)

Practical advice is offered, to managers and supervisors at any level, on recognizing and analyzing interpersonal conflicts, managing such conflicts and making them productive, and ensuring that performance reviews result in progress for both supervisor and employee. Conflict is seen as inevitable, an opportunity to take action, and manageable.…

Employee assistance programs (EAPs) are emerging as an efficient way to address employee rights, particularly in light of the Americans with Disabilities Act and the Family and Medical Leave Act. Well-managed EAPs help maintain a healthy, motivated, productive workforce, show effort to provide reasonable accommodation of employee needs, and may…

A screening process and personnel forms are described that match selection criteria to actual job expectations for use in determining the best applicants to schedule for job interviews for vacant secretarial/clerical and service/maintenance positions. The applicant evaluation sheet, staff personnel requisition, personnel requisition checklist, and…