Because school program quality depends so much on staff quality, administrators in the Weld County (Colorado) School District play a large role in staff selection and evaluation. Applicants for certified staff positions are screened by the superintendent and interviewed by the district office before a final selection of five candidates is…

This paradigm for accountability in education is based upon three concepts: (1) that the analysis and assessment of teachers lead to the establishment of growth and development programs for teachers and that these evaluations be based upon the specific roles that teachers are performing at any given time; (2) that the continuous progress of…

Behaviorally anchored rating scales (BARS), a new quantitative method of employee performance evaluation, is advocated for teacher evaluation. Development of a BARS consists generally of five steps: a representative sample of potential raters generates the scales; the group identifies the broad qualities to be evaluated; the group formulates…

The study committee that compiled this report extensively reviewed articles analyzing research on personnel evaluation in Massachusetts' public schools. The report provides a definition and list of principles of evaluation, committee recommendations, a discussion of evaluation procedures in Massachusetts, examples of illustrative practices,…

Practicum experiences for the student teacher should be sequentially ordered, proceeding from the simple to the complex. Having identified the areas of instructional experience as (1) number of lessons taught per day, (2) number of pupils taught per lesson, (3) sequential context of the lesson taught, (4) cognitive level of the lesson taught, and…

School districts should strive for a teacher evaluation system which is supportive of teachers' professional growth. Such a system should be designed to provide not only quantitative ratings for administrative purposes but also feedback which will enhance teacher improvement and development. A successful teacher evaluation system requires full…

A review of course evaluation results for 1973-74 at New College leads to the following summary conclusions: (1) Approximately 62 percent of the New College students responded to course evaluation questionnaires. (2) Courses in the humanities area received the highest ratings by the students over the year and courses in the liberal arts area…

The expert teacher action program is to improve classroom teaching performance. The program has been tested in workshop sessions involving more than 1,200 educators representing 50 school districts. A set of standards, consisting of 25 variables, lead to the definition of expert teaching. Each variable deals with a major aspect of the duties of…

In theory and fact, in position and function, the principal is indeed the instructional leader of the school. There are research findings on teacher effectiveness that can and must be used by principals in their function of instructional leadership. (Author/MLF)

To examine the conferring of distinguished teaching awards, 2,900 statements were gathered from students and faculty for award nominees in 35 categories. The attributes of superior teachers included teaching techniques such as command of subject matter, concern for students, and techniques for conveying competence and conscientiousness.…

Stresses the need for English department chairpersons to gather and present information about teaching, to see that some consistent form of faculty evaluation is maintained, and to work at identifying teaching competence and supporting teaching excellence throughout the year. (GW)

Trustees should not plan but they must assure themselves that the planning process is sound, complete, and based on realistic assessments. Suggestions for asking the right questions in the decision-making process are offered in this condensation of a speech made at the National Conference on Trusteeship. (LBH)

Gives four criticisms of present promotion practices in our education systems and a look at a few alternatives. (Editor/RK)

Presents findings from a study of criteria used for teacher evaluation. Includes five tables listing evaluation criteria with the percentage of systems using that specific criteria in their evaluation forms. (MD)

Describes a five-year study of the Omaha Teacher Interview (OTI), a pre-employment teacher selection device assessing attitudes and personality. Correlations of OTI scores with Confidential Employee Evaluation Checklist scores demonstrate the value of the OTI in the teacher selection process. (AYC)