Search PubMed⌕ Search
Home/Archive/PubMed

PubMed · 1600464

Using Lotus software to calculate faculty merit increases.

M G Anema·C Anema
View original source ↗Export metadata ↓

Abstract

Evaluation of college and university faculty is an annual occurrence in most institutions. The evaluation process is time consuming and may not result in the desired outcome: a discriminating, objective, and comprehensive evaluation of faculty performance. Merit increases are based on the results of faculty performance evaluations. The lack of precision and the complexity of the process supports the adoption of a computer-based approach to calculate faculty merit increases. Lotus is a powerful and sophisticated software program that supports the organization, analysis, and reporting of large amounts of information. This article describes the process for developing a computer spread sheet system for calculating faculty merit increases.

Explore related subjects

Employee Performance AppraisalFaculty, NursingHumansSalaries and Fringe BenefitsSoftwareJournal Article

Keep this discovery

Explore connections, maps & timelines

BibTeXRIS

M G Anema, C Anema. Using Lotus software to calculate faculty merit increases.. https://pubmed.ncbi.nlm.nih.gov/1600464/

Cite the original work for its findings. Save a collection to share your selection of sources.

KEEP EXPLORING

Related citations

PubMed2007

A meta-analytic examination of the goal orientation nomological net.

The authors present an empirical review of the literature concerning trait and state goal orientation (GO). Three dimensions of GO were examined: learning, prove performance, and avoid performance along with presumed antecedents and proximal and distal consequences of these dimensions. Antecedent variables included cognitive ability, implicit theory of intelligence, need for achievement, self-esteem, general self-efficacy, and the Big Five personality characteristics. Proximal consequences included state GO, task-specific self-efficacy, self-set goal level, learning strategies, feedback seeking, and state anxiety. Distal consequences included learning, academic performance, task performance, and job performance. Generally speaking, learning GO was positively correlated, avoid performance GO was negatively correlated, and prove performance GO was uncorrelated with these variables. Consistent with theory, state GO tended to have stronger relationships with the distal consequences than did trait GO. Finally, using a meta-correlation matrix, the authors found that trait GO predicted job performance above and beyond cognitive ability and personality. These results demonstrate the value of GO to organizational researchers.

Employee Performance Appraisal↗
PubMed2007

Balanced scorecards for performance management.

Nurse administrators who manage nursing case management programs are challenged to demonstrate the improved quality of patient care and financial outcomes to their organization that result from such programs. This article introduces the balanced scorecard and discusses its benefits and practical concerns for adopting the scorecard. The balanced scorecard is a useful performance management tool used to both evaluate and direct case management performance in meeting organizational missions and strategies.

Employee Performance Appraisal↗