Research involving 23 hard science disciplines at a midwestern university indicates that research and teaching are complementary but that time allocation tradeoffs are necessary between the two functions. Administratively, evaluations tend to influence the direction faculty choose to follow. (Author/LBH)

Evaluations by students for their university courses were compared to rankings made by department chairmen of their faculty. Data show only a moderate agreement between departmental chairmen and students when they are specifically evaluating teaching. (Author/KM)

The Biglan model of classification of academic subject areas is outlined, and its practical implications and uses by administrators for faculty evaluation are discussed. The reasons for applying subject-area standards in faculty productivity studies are examined. (MSE)

A faculty evaluation system that classified performance factors within a hierarchy and weights each, producing a final composite set for each faculty member, is explained and illustrated. The process is recommended for more objective and consistent decision-making about faculty tenure. (MSE)

In answer to why faculty and administrators rely on quantification of faculty performance (i.e., productivity measures), two reasons are given: (1) it is the only evaluation that is persuasive to a democratic audience (the public); and (2) it is better than none at all. (MSE)

A study compared tenured and nontenured faculty, based on seniority, discipline area, and previous degree, for productivity in terms of publications. Both cross-sectional and longitudinal analyses yielded similar results: that tenured faculty are no less productive than nontenured. (MSE)

One institution's expectations of faculty in terms of their professional growth and maturation is discussed. The concept of performance evaluation as a professional development program is reviewed and an annual, individualized faculty evaluation and professional development program currently employed by a college of pharmacy is described.…

Faculty evaluation guidelines, which have been in effect for five years at North Carolina State University's School of Education, are described. Outcomes of this system are summarized, as well as some of the problems associated with it. (GDC)

A survey and case studies of southern institutions show a great diversity in approaches to instructional evaluation and considerable unevenness in both the effectiveness of the systems in achieving their purposes and in the validity of some of the practices used. (Editor/LBH)

Describes seven principles for developing a workable system for evaluation of college teaching, and provides both process and decision matrixes for groups interested in building such a system for their own evaluation. Argues that the system must be safe, explicit, manageable, formative, and satisfy environmental demands for accountability and…

It is proposed that, in evaluation of higher education, the individual faculty member is a more appropriate unit of analysis than institution or department. A study of faculty (n=2,048) productivity in publishing scholarly journal articles provides evidence supporting this view. (Author/MSE)

A study analyzed the content of 200 instruments used in student evaluation of college classroom teaching performance. Three specific kinds of flaws were examined: ambiguous, unclear, or subjective evaluation items; ambiguous, skewed, or unclear responses to evaluation items; and items that did not characterize classroom teaching performance. (MSE)

A study investigated the actual practices of 84 law schools in evaluating their faculty and compared them to studies by educators and psychologists about the assessment process. Certain dangers are found to be inherent in current evaluation methods, and suggestions for improving instructional evaluation are offered. (MSE)

Describes the history, goals, and applications of the teaching portfolio as an alternative teaching assessment. (EV)

Most college and university administrators claim to care deeply about the quality of teaching at their institutions. But, too often, their actions belie their words. Consider, for example, the following questions. Which candidate for a faculty position is usually viewed as more attractive, the promising researcher or the promising teacher? Who…