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ERIC Number: ED151940
Record Type: RIE
Publication Date: 1978-Feb-19
Pages: 12
Abstractor: N/A
Reference Count: 0
Performance Appraisal of Management Personnel.
Gray, Frank
This paper discusses the use of management by objectives for performance appraisal in education, examining its potential strengths and weaknesses. Among the potential strengths of the performance appraisal approach are the following: 1) it fosters staff development, since an administrator's performance is evaluated according to how well his subordinates perform; 2) it requires the development of individual job descriptions and job objectives for each administrator; 3) it increases contact between appraiser and appraisee; 4) it encourages team management, since the success of an administrator depends on the performance of his entire team; and 5) it helps define job priorities so that each administrator allocates his time to matters of importance. Five potential problems arise. The number and quality of job objectives may gradually decline due to collective bargaining constraints. Administrators are often responsible for too many teachers for effective appraisal. Unexpected crises can disrupt an administrator's work toward achieving planned objectives. Salary advances are usually determined by collective bargaining rather than by individual performance appraisal. And, performance appraisal may weaken administrative initiative by overemphasizing the collegial approach to setting job objectives. (JG)
Publication Type: Speeches/Meeting Papers
Education Level: N/A
Audience: N/A
Language: N/A
Sponsor: N/A
Authoring Institution: N/A
Note: Paper presented at the Annual Meeting of the American Association of School Administrators (110th, Atlanta, Georgia, February 17-20, 1978)