Perceptions of principals regarding the use of The Personnel Evaluation Standards by superordinates in developing performance appraisals
The purpose of this study was to examine the perceptions of principals regarding the use of The Personnel Evaluation Standards by their superordinate when developing the principals' performance appraisal. A nonexperimental, descriptive research design was used for this study. Elementary, middle school and high school principals from Wayne, Oakland and Macomb Counties were asked to complete the Personnel Evaluation Practices for Executive Administrators Survey (Klenow, 1996). A total of 500 principals at the three building levels were asked to participate in the study. Of that number, 143 completed and returned their questionnaires for a response rate of 28.6%. Three research questions were posed for this study to determine the extent to which principals perceived their superordinates, who were responsible for evaluating their professional performance, adhered to evaluation standards. Findings of the study included: The highest ranked personal standard overall was Utility, followed by Legal. Propriety was ranked third, with Accuracy fourth. Policy ranked fifth highest, with Feasibility ranked lowest. Differences in rankings were noted among building levels. When mean scores on this study were compared to mean scores obtained on Klenow's (1996) study of executive administrators' perceptions of their superintendents' adherence to established personnel evaluation standards, the ordering of the standards was the same. The mean scores from the Klenow (1996) study were higher than the mean scores reported in this study, indicating that executive administrators perceived a greater adherence to established standards by superintendents in conducting evaluations than principals perceived adherence to those standards by their superordinates when evaluating principals. Respondents were positive on the extent of adherence to personnel evaluation standards. Significant results were found for Accuracy, Propriety, Utility, and Legality. Scores for Policy and Feasibility were higher than the norm of 3, but not high enough to be significant. Regardless of building level, there was agreement by principals on adherence to the use of established personnel evaluation standards by superordinates when developing evaluations.
|Year of publication:||
|Authors:||Jarkey, Linda Susan|
Wayne State University
|Type of publication:||Other|
ETD Collection for Wayne State University
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