Renfro C. Manning received his Ed.D. degree from the University of Virginia. Currently, he is superintendent of Orange County Public Schools, Orange, Virginia, and is president of the Virginia Association of School administrators. Dr. Manning has taught various graduate courses covering a broad range of educational topics. He frequently consults for and has published articles on the principal and teacher evaluation and incentive pay for teachers. The Orange County Public School system has one of the nation's exemplary pay-for-performance programs for teachers.

• About This Book. Chapter 1: Evaluation-- Growth or Harassment? The Use of Formative and Summative Evaluation. Mixing Formative and Summative Evaluation. Eliminating the Problem of Dual Purposes. Eliminating Confusion. A Model for Evaluation. Motivation and Evaluation. Summary. Chapter 2: What's Worth Evaluating. Getting Started. The Responsibilities of Local Research Units. Examples of Professional Practices. Considerations for Evaluation. Constructing a Summative Instrument. The Question of Generic or Content. Examples of Professional Practices. Summary. Chapter 3: Peers as Evaluators. Peer Selection and Turnover. Should Peers Have Released Time? Peers and School Reform. Peer Observers and Teacher Unions. Peer Observers and the New Teacher. Summary. Chapter 4: Training Evaluators. The Training Focus. A Method of Training. Changing Traditional Reality. Summary. Chapter 5: The Evaluation Instrument as a Basis for Staff Development. Curriculum Delivery Systems. Staff Development and the Broad View. Making Staff Development Work. Making Change Permanent. A Long-term Commitment. Staff Development and the State. The Continuing Battle. Summary. Chapter 6: Conferencing and Setting Performance Targets. Determining the Purposes-- A Necessary First Step. Improve Conference Skills and Improve Evaluation. The Price of Failure. Summary. Chapter 7: Evaluation as a Terminal Activity. Preparing to Win. The No-Risk Win. Suggestions for Documenting. Helping the Administrator. Who Are the Incompetent? Documentation for E.E.O.C. Complaints. Some Legal Aspects of Termination. Summary. Chapter 8: Evaluation as a Basis for Merit Pay. Understanding Differentiated Pay. The Problem with Student Achievement. Initiating Differentiated Pay. Differentiated Pay-- The Promise. A Program that Works. Summary. Chapter 9: Summative Evaluations. Identifying Those Who Need Summative Evaluation. Designing the Summative Instrument. Who Evaluates Summatively? Valuing. Summary. Chapter 10: Putting It All Together. What's the Goal (Purpose)? What to Evaluate. The Human Element. Teaching Teachers. The Central Focus. Conferencing. Go for the Long Term. Summary. Appendix. Bibliography. Index.

Renfro C. Manning received his Ed.D. degree from the University of Virginia. Currently, he is superintendent of Orange County Public Schools, Orange, Virginia, and is president of the Virginia Association of School administrators. Dr. Manning has taught various graduate courses covering a broad range of educational topics. He frequently consults for and has published articles on the principal and teacher evaluation and incentive pay for teachers. The Orange County Public School system has one of the nation's exemplary pay-for-performance programs for teachers.

• About This Book. Chapter 1: Evaluation-- Growth or Harassment? The Use of Formative and Summative Evaluation. Mixing Formative and Summative Evaluation. Eliminating the Problem of Dual Purposes. Eliminating Confusion. A Model for Evaluation. Motivation and Evaluation. Summary. Chapter 2: What's Worth Evaluating. Getting Started. The Responsibilities of Local Research Units. Examples of Professional Practices. Considerations for Evaluation. Constructing a Summative Instrument. The Question of Generic or Content. Examples of Professional Practices. Summary. Chapter 3: Peers as Evaluators. Peer Selection and Turnover. Should Peers Have Released Time? Peers and School Reform. Peer Observers and Teacher Unions. Peer Observers and the New Teacher. Summary. Chapter 4: Training Evaluators. The Training Focus. A Method of Training. Changing Traditional Reality. Summary. Chapter 5: The Evaluation Instrument as a Basis for Staff Development. Curriculum Delivery Systems. Staff Development and the Broad View. Making Staff Development Work. Making Change Permanent. A Long-term Commitment. Staff Development and the State. The Continuing Battle. Summary. Chapter 6: Conferencing and Setting Performance Targets. Determining the Purposes-- A Necessary First Step. Improve Conference Skills and Improve Evaluation. The Price of Failure. Summary. Chapter 7: Evaluation as a Terminal Activity. Preparing to Win. The No-Risk Win. Suggestions for Documenting. Helping the Administrator. Who Are the Incompetent? Documentation for E.E.O.C. Complaints. Some Legal Aspects of Termination. Summary. Chapter 8: Evaluation as a Basis for Merit Pay. Understanding Differentiated Pay. The Problem with Student Achievement. Initiating Differentiated Pay. Differentiated Pay-- The Promise. A Program that Works. Summary. Chapter 9: Summative Evaluations. Identifying Those Who Need Summative Evaluation. Designing the Summative Instrument. Who Evaluates Summatively? Valuing. Summary. Chapter 10: Putting It All Together. What's the Goal (Purpose)? What to Evaluate. The Human Element. Teaching Teachers. The Central Focus. Conferencing. Go for the Long Term. Summary. Appendix. Bibliography. Index.