Testing of teacher competence is traced from colonial times to the present. Various forms of teacher testing were commonplace up through the nineteenth century. A major educational reform movement in the early twentieth century succeeded in eliminating teacher tests in favor of proper and uniform preparation through teacher education. (BS)

Defines and gives examples of remediation as a process prior to dismissal proceedings, in which a teacher is evaluated by administrators, who identify deficiencies and provide the teacher an opportunity to correct them. Identifies what constitutes remediable conduct, how requirements for remediation are imposed, and how courts review dismissal…

Peer-Mediated Self-Appraisal facilitates merit pay decisions by combining summative (standard professional review) and formative (teaching processes and strategies) evaluation. It requires clear teaching standards, objective measures, and community acceptance of teachers as professionals. Two figures compare formative and summative evaluation and…

Five questions relating to the management of incompetent teachers are answered: (1) What is incompetence? (2) How can the administrator help the incompetent teacher? (3) How can principals prove incompetence during dismissal hearings? (4) What kinds of resources are needed? and (5) Why is managing incompetent teachers worth the effort? (PGD)

This book explores managing the performance of education staff in England and Wales and in Scotland. It compares the different policies of performance management as practiced in England and Wales and in Scotland. (The Scottish system of education is independent of that of England and Wales.) Chapter 1 provides an introduction to performance…

This book illustrates how to ask the right questions to effectively measure professional development; understand the dynamic nature of professional development; identify what contributes to improved student learning; and demonstrate results and accountability. The evaluation processes and tools recommended in this book acknowledge that if staff…

This book offers a plan for improved classroom practice through the supervisory process. It includes hands-on practices for developing a personalized supervision strategy, research-based and empirically tested strategies, field-tested tools and techniques for qualitative and quantitative observation, a comprehensive resource of traditional and…

This study analyzed the implementation of a teacher performance appraisal process that encourages self-directed learning (SDL), highlighting the extent to which teacher efficacy (TE) influenced the its success. The study also examined whether lack of readiness for SDL was an implementation obstacle. Finally, it noted other barriers and obstacles…

A "personalized" staff development project conducted by the University of Georgia's Department of Professional Laboratory Experiences and local schools used the Teacher Performance Assessment Instruments (TPAI) to assess beginning teachers' latent competencies and indicate potential areas of improvement. Both the TPAI and the staff…

The Nampa (Idaho) school board has strong written policies on administrative accountability; teacher recruitment, supervision, and evaluation; the district instructional model; and inservice training for administrators and teachers. (Author/MLF)

Reviews current concepts and practices of teacher evaluation as it exists in health professions' educational programs. Problems associated with teacher evaluation and the necessity for well designed evaluation systems are explored. Recommendations are made for the development of objective teacher evaluation procedures. (Author/LRA)

Traditionally informal, teacher evaluation in the private school sector is changing. Although faculty and administrators view the situation from different perspectives, there is agreement that more formal methods are more satisfactory. Boarding schools differ significantly from day schools in their approach to teacher evaluation. (SB)

Faculty and student ratings of improvement, taken late in a semester, were more positive for faculty participants in a teaching improvement program than for nonparticipants. A follow-up study of program users after one or more semesters substantiated these results, with apparent and durable improvements observed. (Author)

A survey examined secondary school teachers' perceptions of the effects of program, student, and teacher evaluations on instructional improvement. Results indicated that student evaluation was most effective in influencing teachers to revise their instruction. Teacher and program evaluations appeared to be ineffective as change agents. (MH)

An innovative professional development program created by the Department of Educational Administration at Brigham Young University is proposed, which is unique to the department and includes both principles agreed to by the faculty and accepted development activities. Also included is a sample program submitted by a faculty member. (JMD)