Before evaluation begins goals and objectives must already be established so a standard exists to compare.

Functions of performance evaluations (Cherrington, D.J. [1995] The Management of Human Resources [4th ed.]. Englewood Cliffs, NJ: Prentice Hall.)

• Guide human resource actions: Hire, fire, promote. Defend decisions.
• Reward employees: Reinforce
• Personal development: Information
• Identify training needs
• Integrate human resource plan: New positions, etc.

Evaluation methods (Cherrington)

• Classification procedures: Categories such as outstanding, superior, excellent, etc.. Classify person into one of categories. Easy but unreliable.
• Ranking: Compare to others
• Graphic rating scale: Select characteristics and scale. (See sample employee evaluation form) Suggestions?
• Critical incidents: Descriptions by qualified observers. Identify which categories relate to effective performance. Give evaluators general categories to evaluate performance to them to record positive or negative. Place in file.
• Weighted checklist: Use critical incident to make. Total check mark on evaluators checklist.
• Behaviorally Anchored Rating Scale (BARS). Scale 1-7 describe each behavior in an area. Develop several BARS for different aspects of job.
• Forced choice: 2 statements. Check most descriptive. Both appear equally favorable but one describes outstanding performer.

Evaluating considerations

• Halo effect: One characteristic influences others
• Leniency strictness: Tendency for extremes which cancel out
• Central tendency: All average
• Inflated rating: Mark excellent or good
• Little things should not outweigh the big things. Do not see a spot on the window that needs cleaning when the whole building is burning down.

Areas of evaluation in PE

• Athletics: Make sure performance is based on educational goals and objectives. Should it be this way in pro sports?
• Academics: How do you evaluate teachers? So many factors there is no valid system. Do best possible. Can’t measure product.
• Staff: Student workers, secretaries, maintenance.
• Student: Majors, classes.

• Administrator evaluating subordinates:Measure all professional efforts excluding teaching and weigh according to worth in meeting department goals.
• Subordinate evaluation of superiors: e.g. student evaluation of teachers. One problem is inferiors don’t know all facts about decisions. Superiors have a problem evaluating they don’t understand their subordinates position.
• Peer evaluation: Positives usually outweigh the negatives.
• Self evaluation: e.g. personal journals. 

Must do more than evaluate. Give suggestions for improvement and follow up on suggestions.