Personnel Evaluations Research Articles

A Panel of Writers Developed Multiple First Drafts for Each Standard for Evaluations of Educational Personnel During the Summer of 1985

A Panel of Writers Developed Multiple First Drafts for Each Standard for Evaluations of Educational Personnel During the Summer of 1985

Outcome measures of police performance: Some steps toward positive accountability

Innovative training programs can provide police departments with junior officers who have demonstrated competency in a large number of specific police skills. Lacking measures of field performance and programs to maintain performance standards, the ultimate effectiveness of training cannot be assessed. Process measures of performance are generally too obtrusive and disruptive to be useful. Outcome measures are less obtrusive. Such measures can sample either readily observable performances (report writing, crisis intervention, and court appearance measures) or typically unobserved activities (tachograph/activity sheet measure and the citizen survey measure). Maintenance of performance standards based on these measures can be assessed through a system of frequent supervision and feedback. Indeed, the measures can be used to empirically establish realistic performance standards for officers in the field. Finally, development of several outcome measures can provide field sergeants with adequate tools for active supervision and can form the basis for objective performance-based personnel evaluations.

Personnel performance evaluation techniques

Personnel evaluations and the related problem of obtaining good performance are difficult areas of management to which a computer center manager should allot as much time as appears warranted, but no more. Disagreements over a particular method of performance evaluation can usually be translated to a belief that the effort involved in implementing the method is not balanced by a sufficient performance improvement. This article provides a description of alternative techniques which may be useful and which require different amounts of the manager's time.

The validity of selected surrogate measures of human resource value: A field study

This study dealt with the validity of proposed methods of measuring human resource value. First it tested the validity of three different surrogate measures for personnel valuation within a CPA firm using personnel evaluations as the object criterion. The surrogate measures included: (1) a replacement cost model; (2) salary; and (3) a historical cost model. The study also examined the validity of replacement cost as a surrogate using measures of economic value as a criterion. The study found that (1) replacement cost appears to be the most valid surrogate measure for personnel valuation; and (2) replacement cost tends to approximate the true economic value of an individual within a CPA firm.

Measurement of Dyeing Defects in Continuous-Filament Yarns

An automatic instrument has been devetoped for the evaluation of dye uptake nonuniformities of fine-denier, con tiriuous-filament yarns. The instrument provides digital outputs representative of streaks, dark dye defects, and average reflectance of knitted and dyed sleeve samples at the rate of approximately three samples per minute. Instrumental results correlate well with the subjective evaluations of quality-control personnel.

School psychologists as perceived by school personnel: Support for a consultant model

Questionaires distributed by 12 school psychologists to school personnel with whom they had been consulting for six months were completed and returned by 73 teachers, counselors, and principals. The information provided by the respondents indicated the frequencies with which the school psychologists engaged in consulting and child study activities, the school personnel's evaluations of nine different school psychologist skills, and the preferences of the respondents for the different school psychologist functions in their schools. The data showed that: (1) school psychologists were doing more consulting than evaluations of individual children, (2) school personnel tended to perceive their psychologists as cooperative, knowledgeable, and skillful, though relatively inefficient and undependable, and (3) school personnel preferred consulting activities to psychometric activities. It was concluded that the consultant model had been shown to be operative and that it was more highly valued than the psychometric model by the consumers of psychological services.

Supervisor esteem and personnel evaluations.

Supervisor esteem and personnel evaluations.