Assessment for Instructional Development (AID), a behaviorally referenced class questionnaire, is described. The characteristics and capabilities of the system are outlined. Three typical uses of the system are illustrated, and the questionnaires are appended. (Author/MLW)

Periodic tenured faculty evaluation can be an opportunity for professional and personal redirection, revitalization, and renewal. The institution profits as much as the individual through better academic planning, teaching, and research. (MSE)

Argues that faculty evaluation should utilize multiple methods including evidence of student learning and peer, student, self-, and administrative evaluation. Suggests that administrative evaluation involve classroom observation of teacher and student behavior, plus pre- and postobservation conferences to develop plans for improvement. (DMM)

Shows how a mastery teaching program was applied to one Iowa school district to improve and evaluate teacher performance. Emphasizes the principal's role in such a program. (JW)

This document summarizes a national study of how U.S. community colleges evaluate tenured professors. The report begins with an introduction to the current status of post-tenure evaluation and outlines the common arguments that frame the debate on the purpose and necessity of evaluating tenured faculty. The authors describe current assessment…

Factors that influence student evaluation of teaching are analyzed. Evaluations carried out at Wilfrid Laurier University show that grades granted by instructors do not relate significantly to the evaluations of that instructor by students. Factors that do relate include early morning classes, small classes, optional subjects, and senior classes.…

While frank evaluation of instructional improvement needs is an important element in faculty development, it does not work well in a highly evaluative climate. Developmental and evaluative activities can be integrated effectively with a long-range perspective; when periodic evaluations are required, administration should reward effort without…

Examines perspectives of faculty leaders regarding current evaluation practices for tenured faculty in the nation's community colleges. Notes that results closely resemble findings from research in the early nineties, wherein faculty reported that policies existed in all of the 930 institutions surveyed, but that their effectiveness was suspect.…

The objective of this study was to develop a scale to assess college-level teaching effectiveness in order to provide effective feedback for faculty in a nonthreatening atmosphere. (JOW)

Reports on a study of the impact of student evaluations of higher education economics instructors on faculty behavior and grades. Finds that initially grades increased but then declined over a nine-year period. Recommends further research on this issue. (CFR)

An evaluation of the University of Colorado's posttenure faculty peer review process found that, although the process was successful in identifying faculty whose efforts might be reinvigorated through faculty development, the resources to effect change had seldom been forthcoming. The most useful aspect of the review was the most neglected. (MSE)

Reports on a study designed to assess whether mentoring experiences, or the lack thereof, influence the decision of faculty members to stay or leave. Respondents began tenured/tenure-track appointments at the University of Colorado at Denver between 1987 and 1991. Qualitative differences were found in the nature of the mentoring and the outcomes.…

Describes a counselor education faculty peer review model that addresses the professional functioning of each member of the counselor education faculty regardless or her or his rank, salary, status, or administrative responsibilities. (Author/JBJ)

Encourages using a portfolio as a means of tracking and assessing a teacher's strengths and achievements. Explains what a portfolio should include: (1) background information; (2) current statement of teaching philosophy; (3) course syllabi and descriptions; (4) course portfolio; (5) sample assignments and handouts; (6) samples of student work;…

With a move away from rotational chairs and a reluctance to tackle the conflicting responsibilities inherent in the lower levels of academic leadership, how can those at the top of the pipeline identify faculty who have the ability and desire to move through the ranks? What characteristics will increase the probability of willingness, commitment,…