The present study was made to determine the relationship between the level of teaching effectiveness of beginning elementary teachers and three individual characteristics of prospective teachers. A secondary purpose was an attempt to improve the service rendered by the School of Education at North Texas State College, Denton, Texas, in the selection and guidance of students who indicate a desire to enter the program for preparing elementary teachers.

The purpose of this study was to determine the mental health assets and liabilities of prospective elementary teachers as compared with undergraduates outside the field of education. This investigation sought to determine differences in mental health adjustment between the prospective elementary teachers and undergraduates enrolled in selected divisions of a college other than the Department of Education. Additional attention was given to possible differences in mental health adjustment among the prospective elementary teachers when scholastic attainment, age, marital status, the urban-rural factor, and socio-economic status were considered.

This study proposed (a) to identify the most important attributes of effective college teachers as perceived by students in Taiwan, (b) to investigate the influence of different factors on students' perceived attributes of effective college teachers, and (c) to determine if the students in various Taiwanese teachers colleges differ in their opinions of the most important attributes of effective college teachers. Students identified these factors as attributes of effective college teachers: rapport, effective teaching methods, enthusiasm, fairness, interaction, practical experiences, personality, clarity, and being well-prepared. The fact that sophomore students and freshman students value some factors differently was discovered in this study. In addition, students who have previous teaching experience value all of the important attributes higher than those who do not have teaching experience before they attended teachers colleges.

Considering the vita an important vehicle for self-presentation in the process of applying for post-secondary academic positions, this study examined how vita contents are valued by readers of vitae in different academic disciplines.

The purpose of this study was to determine if appraisers using the TTAS in Texas perceived themselves as being objective in the evaluation process. The population for this study was 213 appraisers, both elementary and secondary, chosen randomly from four educational service areas in four regions of Texas. Data were obtained from a 25-item questionnaire mailed to the appraisers. The organization of this study includes a statement of the problem, the research questions, a review of the literature, the methods and procedures used to collect the data, the analysis of the data, and a summary of the findings, conclusions, implications, and recommendations for additional research. Data from the 213 returned questionnaires were treated with the chi-square test of independence. The analysis of data revealed the following: 1. Regardless of the level, elementary or secondary, of the administrator, the majority of respondents held the same views. 2. Regardless of the region of Texas from which the respondents came, the majority of respondents held the same views. 3. Regardless of the number of years of experience of the appraisers, the majority of respondents held the same views. 4. The majority of respondents felt they are objective in their use of the TTAS. The implications are that the TTAS instrument is being used as was its intention, and that the appraisers feel comfortable in the use of the TTAS. Since the TTAS is effective as seen through a majority of respondents, it may be used in future revisions of the current instrument or by other districts as a model by which to begin construction of their own appraisal instruments.

This study investigates the inter-rater reliability of appraisers who award exceptional quality points on the Texas Teacher Appraisal Instrument. Inter-rater reliability was measured when appraisers scored exceptional quality points after viewing a videotaped lesson. Comparisons were made between appraisers when grouped according to elementary or secondary certification, sex, years of administrative experience, and type of training. A total of 707 subjects from 56 school districts participated in the study. Five research hypotheses were formulated with the .05 level of significance for acceptance. All hypotheses were tested by correlation of coefficients, multiple response procedures, frequencies, and percentages. The data measuring inter-rater reliability of the appraisers in training imply that there is very little reliability in the awarding of exceptional quality points on the Texas Teacher Appraisal Instrument. The findings of this study are that certification, sex, administrative experience, and type of training made no significant differences when scoring the instrument. Therefore, it is concluded that the scoring of exceptional quality points is a subjective, professional judgment made by each appraiser when observing a teacher. Since no significant reliability was found, the scoring of exceptional quality points cannot be supported as a reliable means of determining the quality of teaching in Texas schools. Generally, elementary certified appraisers awarded fewer exceptional quality points than secondary appraisers, males awarded slightly more points than females, appraisers indicated no noticeable trend because of years of administrative experience, and less experienced appraisers had the tendency to award more points than experienced appraisers. Therefore, inter-rater reliability in awarding exceptional quality points cannot be expected on a consistent basis. Each appraiser, regardless of certification, sex, years of administrative experience or training, will use his or her own professional judgment when scoring the instrument.

The purpose of this study was to determine the interrater reliability of the Texas Teacher Appraisal System instrument. The performance indicators, criteria, domains, and total instrument were analyzed for inter rater reliability. Five videotaped teaching episodes were viewed and scored by 557 to 881 school administrators trained to utilize the Texas Teacher Appraisal System. The fifty-five performance indicators were analyzed for simple percentage of agreement. The ten criteria, four performance domains, and) the whole instrument were analyzed utilizing Ruder-Richardson Formula 20. Indicators were judged reliable if there was 75 percent or greater agreement on four of the five videotaped exercises. Criteria, domains, and the whole instrument were judged reliable if they yielded a -Ruder-Richardson Formula 20 score of .75 or greater on four of the Based on the findings of this study, the following conclusions v/ere drawn: 1. Forty-eight of the fifty-five performance indicators were reliable in evaluation teacher performance. 2. Seven of the performance indicators were unreliable in evaluating teacher performance. 3. None of the ten performance criteria appeared to be reliable in evaluating teacher performance. 4. None of the four performance domains appeared to be reliable in evaluating teacher performance. 5. The whole instrument was reliable in evaluating teacher performance. 6. Reliability problems with the criteria and domains appeared to be an underestimate of reliability of the Kuder-Richardson Formula 20.

The problem with which this study is concerned is the teacher evaluation system in the state of Anambra, Nigeria. The purposes of this study are (a) to provide objective information concerning the perceptions of school administrators and teachers toward the teacher evaluation system in the State of Anambra, Nigeria, (b) to determine whether agreements or differences exist between teachers' and administrators' perceptions of the teacher evaluation system, and (c) to draw conclusions and make recommendations for improvements based on the perceptions of the teachers and administrators. To accomplish these purposes, questionnaires were distributed to a random sample of 652 administrators and teachers who are currently employed in 37 randomly selected primary and secondary schools in the State of Anambra, Nigeria. Four hundred and sixty school administrators and teachers, representing 70.6 percent of the sample, returned completed usable questionnaires. Part I of the questionnaire was designed to gather relevant demographic data to determine the perceptions of the school administrators and teachers. Part II of the questionnaire contains the components of the evaluation system which were used to measure the perceptions of school administrators and teachers. Analysis of variance was used to test the data according to the independent variables. Three statistically significant differences were found among the data. (a) The primary and secondary school administrators differed significantly in their perceptions of the teacher evaluation system in the State of Anambra. This difference is ascribed to their positions which are based on their educational levels. (b) The demographic variable sex has significant effect on the perceptions of primary and secondary school teachers and administrators towards the teacher evaluation system in the State of Anambra, Nigeria. (c) The demographic variable years of professional experience appears to have a significant impact on the perceptions of the primary and secondary school teachers and administrators toward the teacher evaluation system in use in the State of Anambra, Nigeria.

This study concerns the relationship between student evaluation of instruction and student achievement in the field of management at the community college level. Purposes of the study were to determine the subjective student evaluation of instructor performance in introductory classes of management, student achievement in the class upon completion of the course, and the relationship between the student evaluation of instructor performance and student achievement in knowledge of the course. The population studied was all 10 sections of the Principles of Management course taught by 8 instructors at Del Mar College in Corpus Christi, Texas during the fall semester of 1988. A pretest-posttest design was used to determine student achievement scores. The College Board provided sufficient copies of two versions of the College Level Examination Program (CLEP) tests for Introduction to Management for the pretest and posttest. A special statistical technique using multiple regression was used to calculate an achievement score for each student that was adjusted for entry level knowledge. Student evaluations of instructor performance were paired with the achievement scores and grades students received from the instructor. Additional confidential demographic data was obtained about the students and the instructors. Major findings of the study concluded there is no significant relationship between the student achievement scores and student evaluation of instructor performance. There was a wide variance in correlation of student grades and student achievement scores when individual sections or individual instructors were examined. The overall correlation of grades and achievement scores was statistically significant and was the highest of any of the factors studied. The study recommends using more objective measures of student achievement in evaluating faculty performance.

The problem with which this investigation was concerned was the determination of group perception profiles of selected higher education faculties. These group perception profiles were based upon faculty perceptions of the ten most important criteria considered in evaluating faculty members for purposes of rank, promotion, salary, and tenure. Also, the study determined whether or not cluster profiles existed at three levels or types of institutions-- university, liberal arts, and junior college--and how such profiles differed between levels. This study had several purposes. The first was to determine how group perception profiles of higher education faculties clustered in response to perceptions of criteria considered in evaluating faculty members. The second was to determine if similar clusters existed at three types of institutions. A third was to determine differences in the proportion of teachers belonging to each identifiable cluster at each level of institution. The fourth was to determine differences in profiles according to proportions of teachers across common clusters. And finally, the fifth was to determine differences in profiles among faculty members in identified clusters at each institutional level according to biographical characteristics: age, rank, teaching experience, seniority, and highest degree held.