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Employee development is critical to an organization’s and an individual’s success. Throughout Chapter 8, we have reviewed information about personal development plans. We all have goals and objectives that we hope to accomplish, which will allow us to grow and develop. It is important that we create personal development plans to ensure that we are working towards achieving the goals set forth.

For this assignment, you are required to create your own development plan, which involves a short-term plan (spanning 1-2 years) and a long-term plan (spanning 3-5 years). In both your short-term plan and long-term plan, provide two development objectives, details regarding how these objectives will be acquired, the timeframe associated with skill/competency acquisition, and the type of support that you need from a professional and personal standpoint. Consider, when developing these objectives, utilizing SMART goals.

In total, your plan should incorporate four development objectives and associated details (e.g., two for the short-term plan and two for the long-term plan). Remember that the goals identified are your own. There is no right answer to the goals and objectives that you have created. Therefore, be creative in this assignment submission, while ensuring that you utilize the recommendations set forth in Chapter 8.

For more information about SMART goals, which can help you when determining your goals for this assignment, please utilize this resource:


Part III: Employee and
Leadership Development
Chapter 8: Performance Management
and Employee Development
Chapter 9: Performance Management
Copyright © 2019 Chicago Business Press
Chapter 8
Performance Management and
Employee Development
Copyright © 2019 Chicago Business Press
Personal Developmental Plans
Direct Supervisor’s Role
Multisource Feedback Systems
Copyright © 2019 Chicago Business Press
Stakeholders in the Development
• Help plan their own development
• Improve their own performance
• Help guide the process of
• Support success of process
Copyright © 2019 Chicago Business Press
Personal Developmental Plans
Specify actions necessary to
improve performance
Highlight employee’s
• Strengths
• Areas in need of development
Copyright © 2019 Chicago Business Press
Personal Developmental Plans
How can I continuously learn and
grow in the next year?
How can I do better in the future?
How can I avoid performance
problems of the past?
Where I am now and where would
I like to be in terms of my career
Copyright © 2019 Chicago Business Press
Personal Developmental Plans:
Developmental Plan
Content of Developmental
Developmental Activities
Copyright © 2019 Chicago Business Press
Company Spotlight
General Mills uses individual development plans
(IDPs) throughout the company
IDPs are created annually and focus on
competencies and employee career aspirations
Company hosts speakers, providing Web-based
learning tools, and holding workshops
Sessions are tailored to different positions
IDP is kept separate from the annual
performance appraisal to maximize effectiveness
Copyright © 2019 Chicago Business Press
Overall Developmental Plan
• Continuous learning
• Performance improvement
• Personal growth
Copyright © 2019 Chicago Business Press
Specific Developmental Plan
Improve performance in current
Sustain performance in current
Prepare employee for
Enrich employee’s work
Copyright © 2019 Chicago Business Press
Content of Developmental Plan
Developmental objectives
• New skills or knowledge
• Timeline
How the new skills or knowledge
will be acquired
• Resources
• Strategies
Copyright © 2019 Chicago Business Press
Content of Developmental Plan
A time line regarding the
acquisition of new skills or
Standards and measures used
to assess achievement of
Based on needs of organization
and employee
Copyright © 2019 Chicago Business Press
Content of Developmental Plan
Chosen by employee and direct
Taking into account
• Employee’s learning preferences
• Developmental objective in
• Organization’s available resources
Copyright © 2019 Chicago Business Press
Summary of list of
Developmental Activities
Copyright © 2019 Chicago Business Press
Employee Developmental
Why are developmental programs
important at Wegman’s? What were some
of the benefits for Wegman’s?
What are some of the objectives of the
development programs at Wegman’s?
What are some of the developmental
activities included in “Upskilling” at
Copyright © 2019 Chicago Business Press
Direct Supervisor’s Role
Explain what is necessary
Refer employee to
appropriate developmental
Review and make
suggestions regarding
developmental objectives
Copyright © 2019 Chicago Business Press
Direct Supervisor’s Role
Check on employee’s
Provide motivational
Copyright © 2019 Chicago Business Press
Feedforward Interview
• Understand the types of
behaviors and skills that
individuals have that allow
them to perform well
• Think about ways to use these
behaviors and skills in other
contexts to make further
improvements in the future
Copyright © 2019 Chicago Business Press
Steps of a Feedforward Interview
Elicit a success story
Uncover the underlying
success factors
Extrapolate the past into the
Copyright © 2019 Chicago Business Press
Company Spotlight
Diageo expects supervisors to play an
important role in developing their direct reports
Career development plan includes: formal
review, goal setting, and regular monthly
Supervisor helps identify specific development
goals aligned with the employee’s career
Supervisor also help employees achieve
development goals by ensuring employees
receive training, coursework, etc.
Copyright © 2019 Chicago Business Press
Multisource (360-Degree)
Feedback Systems
Tools to help employees improve
performance by using performance
information gathered from many
The employee
Copyright © 2019 Chicago Business Press
360-Degree Feedback Systems
Anonymous feedback
Most useful when used
• NOT for administrative purposes
Internet used for collecting data
Copyright © 2019 Chicago Business Press
Multisource Feedback
What is the objective of multisource
feedback at Philips?
Why have people at Philips reacted
positively to multisource feedback?
What were some of the benefits of
multisource feedback?
Copyright © 2019 Chicago Business Press
Copyright © 2019 Chicago Business Press
Copyright © 2019 Chicago Business Press
Copyright © 2019 Chicago Business Press
Copyright © 2019 Chicago Business Press
Necessary Organizational Norms
Openness and trust
Input and
participation valued
Copyright © 2019 Chicago Business Press
Is the 360-Degree Feedback
System Always Beneficial?
Most effective for individuals who:
• Are high in self-efficacy
• Perceive a need to change
• Believe change is feasible
• Set goals and take action
Less effective for individuals who:
• Are low in self-efficacy
Copyright © 2019 Chicago Business Press
Overview of 360-Degree Feedback
Advantages of 360-Degree
Feedback Systems
Risks of 360-Degree Feedback
Characteristics of a Good 360Degree Feedback System
Copyright © 2019 Chicago Business Press
Advantages of 360-Degree
Feedback Systems
Copyright © 2019 Chicago Business Press
Risks of 360-Degree Feedback
Unconstructive negative feedback
Are individuals comfortable with
the system? (User acceptance is
If few raters, anonymity is
Raters may become overloaded.
Stock values may drop
Copyright © 2019 Chicago Business Press
Characteristics of a Good
Multisource Feedback System
Copyright © 2019 Chicago Business Press
Characteristics of Multisource
Feedback system

What characteristics of a good
multisource feedback system are
included in this example?
What characteristics are not included
in this example?
Copyright © 2019 Chicago Business Press
Company Spotlight
AAH Pharmaceuticals uses multisource
feedback for employee development
Steps include:
• Communicating that information is only for
development planning and feedback purposes
• Ensuring information is anonymous &
• A one-day meeting about results away from
the office to initiate a development plan
• Six-month follow-up meetings to review
Copyright © 2019 Chicago Business Press
Quick Review
Personal Developmental
◼ Direct Supervisor’s Role
â—¼ 360-degree Feedback
Copyright © 2019 Chicago Business Press
All rights reserved. No part of this publication may be
reproduced, stored in a retrieval system, or transmitted, in
any form or by any means, electronic, mechanical,
photocopying, recording, or otherwise, without the prior
written permission of the publisher. Printed in the United
States of America.
Copyright © 2019 Chicago Business Press
Copyright © 2019 Chicago Business Press
Note that there
is no running
head on a
student paper.
Note: Green text boxes
contain explanations of
APA 7’s paper formatting
Page numbers
begin on the first
page and follow
on every
page without
interruption. No
other information
(e.g., authors’
last names) is
…while blue text boxes
contain directions for
writing and citing in APA
Branching Paths: A Novel Teacher Evaluation Model for Faculty Development
James P. Bavis and Ahn G. Nu
Department of English, Purdue University
The paper’s title should be
centered, bold, and written
in title case. It should be
three or four lines below
the top margin of the page.
In this sample paper, we’ve
put three blank lines above
the title.
ENGL 101: Course Name
Dr. Richard Teeth
Jan. 30, 2020
Authors’ names appear two
lines below the title. They
should be written as
First name, middle initial(s),
last name.
Authors’ affiliations follow
immediately after their
names. For student papers,
these should usually be the
department containing the
course for which the paper
is being written.
Student papers do not contain an
author’s note.
Follow authors’ affiliations
with the number and name
of the course, the
instructor’s name and title,
and the assignment’s due
Note again that no
running head appears on
student papers.
The word “Abstract” should be
centered and bolded at the top
of the page.
Note that the page
number continues on the
pages that follow the title.
The main
A large body of assessment literature suggests that students’ evaluations of their teachers
paragraph of
the abstract
(SETs) can fail to measure the construct of teaching in a variety of contexts. This can
should not be
compromise faculty development efforts that rely on information from SETs. The disconnect
between SET results and faculty development efforts is exacerbated in educational contexts
By standard
that demand particular teaching skills that SETs do not value in proportion to their local
abstracts do
importance (or do not measure at all). This paper responds to these challenges by proposing an not contain
citations of
other works.
instrument for the assessment of teaching that allows institutional stakeholders to define the
If you need to
refer to
teaching construct in a way they determine to suit the local context. The main innovation of this another work
in the
instrument relative to traditional SETs is that it employs a branching “tree” structure populated
by binary-choice items based on the Empirically derived, Binary-choice, Boundary-definition
the authors in
the text can
(EBB) scale developed by Turner and Upshur for ESL writing assessment. The paper argues
often suffice.
Note also
that this structure can allow stakeholders to define the teaching construct by changing the order that some
and sensitivity of the nodes in the tree of possible outcomes, each of which corresponds to a
may allow for
specific teaching skill. The paper concludes by outlining a pilot study that will examine the
citations in
the abstract.
differences between the proposed EBB instrument and a traditional SET employing series of
multiple-choice questions (MCQs) that correspond to Likert scale values.
Keywords: college teaching, student evaluations of teaching, scale development, EBB
scale, pedagogies, educational assessment, faculty development
An abstract quickly
summarizes the main
points of the paper that
follows it. The APA 7
manual does not give
explicit directions for how
long abstracts should be,
but it does note that most
abstracts do not exceed
250 words (p. 38). It also
notes that professional
publishers (like academic
journals) may have a
variety of rules for
abstracts, and that writers
should typically defer to
Follow the abstract with a
selection of keywords that
describe the important ideas or
subjects in your paper. These
help online readers search for
your paper in a database.
The keyword list should have its
first line indented. Begin the list
with the label “Keywords:” (note
the italics and the colon). Follow
this with a list of keywords
written in lowercase (except for
proper nouns) and separated by
commas. Do not place a period
at the end of the list.
Note: Past this point, the student
paper and professional papers are
virtually identical, besides the
absence of a running head in the
student paper.
The paper’s title is bolded and centered
Here, we’ve
above the first body paragraph. There
borrowed a
should be no “Introduction” header.
quote from
an external
source, so
Branching Paths: A Novel Teacher Evaluation Model for Faculty Development
we need to
provide the
According to Theall (2017), “Faculty evaluation and development cannot be considered
location of
the quote in
separately … evaluation without development is punitive, and development without evaluation is
the document
(in this case,
guesswork” (p. 91). As the practices that constitute modern programmatic faculty development
the page
number) in
have evolved from their humble beginnings to become a commonplace feature of university life
(Lewis, 1996), a variety of tactics to evaluate the proficiency of teaching faculty for development
By contrast,
here, we’ve
purposes have likewise become commonplace. These include measures as diverse as peer
observations, the development of teaching portfolios, and student evaluations.
an idea from
the external
One such measure, the student evaluation of teacher (SET), has been virtually
source. Thus,
no location or
page number ubiquitous since at least the 1990s (Wilson, 1998). Though records of SET-like instruments can
is required.
be traced to work at Purdue University in the 1920s (Remmers & Brandenburg, 1927), most
modern histories of faculty development suggest that their rise to widespread popularity went
hand-in-hand with the birth of modern faculty development programs in the 1970s, when
universities began to adopt them in response to student protest movements criticizing
mainstream university curricula and approaches to instruction (Gaff & Simpson, 1994; Lewis,
1996; McKeachie, 1996). By the mid-2000s, researchers had begun to characterize SETs in
terms like “…the predominant measure of university teacher performance […] worldwide”
Spell out
the first time
you use
them, except
in cases
where the
are very wellknown (e.g.,
For sources
with two
authors, use
(&) between
the authors’
names rather
than the word
(Pounder, 2007, p. 178). Today, SETs play an important role in teacher assessment and faculty When listing
development at most universities (Davis, 2009). Recent SET research practically takes the
presence of some form of this assessment on most campuses as a given. Spooren et al.
(2017), for instance, merely note that that SETs can be found at “almost every institution of
higher education throughout the world” (p. 130). Similarly, Darwin (2012) refers to teacher
evaluation as an established orthodoxy, labeling it a “venerated,” “axiomatic” institutional
practice (p. 733).
Moreover, SETs do not only help universities direct their faculty development efforts.
They have also come to occupy a place of considerable institutional importance for their role in
citations in
the same
list them
and separate
them with
Here, we’ve
made an
indirect or
citation (i.e.,
we’ve cited a
source that
we found
cited in a
source). Use
the phrase
“as cited in”
in the
to indicate
that the firstlisted source
referenced in
the secondlisted one.
Include an
entry in the
reference list
only for the
(Pounder, in
this case).
personnel considerations, informing important decisions like hiring, firing, tenure, and
promotion. Seldin (1993, as cited in Pounder, 2007) finds that 86% of higher educational
institutions use SETs as important factors in personnel decisions. A 1991 survey of department
chairs found 97% used student evaluations to assess teaching performance (US Department of
Education). Since the mid-late 1990s, a general trend towards comprehensive methods of
teacher evaluation that include multiple forms of assessment has been observed
(Berk, 2005). However, recent research suggests the usage of SETs in personnel decisions is
still overwhelmingly common, though hard percentages are hard to come by, perhaps owing to
Here, we’ve
cited a
source that
does not
have a
author. The
g reference
list entry
would begin
with “US
the multifaceted nature of these decisions (Boring et al., 2017; Galbraith et al., 2012). In certain
Sources with
three authors
or more are
instructors. Particularly as public schools have experienced pressure in recent decades to adopt cited via the
neoliberal, market-based approaches to self-assessment and adopt a student-as-consumer
followed by
mindset (Darwin, 2012; Marginson, 2009), information from evaluations can even feature in
the Latin
phrase “et
department- or school-wide funding decisions (see, for instance, the Obama Administration’s
al.” Note that
Race to the Top initiative, which awarded grants to K-12 institutions that adopted value-added
comes after
“al,” rather
models for teacher evaluation).
than “et.”
contexts, student evaluations can also have ramifications beyond the level of individual
However, while SETs play a crucial role in faulty development and personnel decisions
for many education institutions, current approaches to SET administration are not as well-suited
to these purposes as they could be. This paper argues that a formative, empirical approach to
teacher evaluation developed in response to the demands of the local context is better-suited
for helping institutions improve their teachers. It proposes the Heavilon Evaluation of Teacher,
or HET, a new teacher assessment instrument that can strengthen current approaches to
faculty development by making them more responsive to teachers’ local contexts. It also
proposes a pilot study that will clarify the differences between this new instrument and the
Introductory Composition at Purdue (ICaP) SET, a more traditional instrument used for similar
purposes. The results of this study will direct future efforts to refine the proposed instrument.
Note: For the sake of brevity, the next page of the original paper was cut
from this sample document.
Methods section, which follows, will propose a pilot study that compares the results of the
proposed instrument to the results of a traditional SET (and will also provide necessary
background information on both of these evaluations). The paper will conclude with a discussion
of how the results of the pilot study will inform future iterations of the proposed instrument and,
more broadly, how universities should argue for local development of assessments.
Literature Review
Effective Teaching: A Contextual Construct
Second-level headings are flush left, bolded, and
written in title case.
Third level headings are flush left, bolded, written in
title case, and italicized.
The validity of the instrument this paper proposes is contingent on the idea that it is
possible to systematically measure a teacher’s ability to teach. Indeed, the same could be said
for virtually all teacher evaluations. Yet despite the exceeding commonness of SETs and the
faculty development programs that depend on their input, there is little scholarly consensus on
precisely what constitutes “good” or “effective” teaching. It would be impossible to review the
entire history of the debate surrounding teaching effectiveness, owing to its sheer scope—such
a summary might need to begin with, for instance, Cicero and Quintilian. However, a cursory
overview of important recent developments (particularly those revealed in meta-analyses of
empirical studies of teaching) can help situate the instrument this paper proposes in relevant
academic conversations.
Fourth-level headings are bolded and written in title case. They are
also indented and written in-line with the following paragraph.
Meta-analysis 1. One core assumption that undergirds many of these conversations is
the notion that good teaching has effects that can be observed in terms of student achievement. decimal
fractions, put
A meta-analysis of 167 empirical studies that investigated the effects of various teaching factors a zero in
front of the
decimal if the
on student achievement (Kyriakides et al., 2013) supported the effectiveness of a set of
quantity is
teaching factors that the authors group together under the label of the “dynamic model” of
that can
exceed one
teaching. Seven of the eight factors (Orientation, Structuring, Modeling, Questioning,
(like the
number of
Assessment, Time Management, and Classroom as Learning Environment) corresponded to
moderate average effect sizes (of between 0.34–0.41 standard deviations) in measures of
here). Do not
put a zero if
the quantity
exceed one
(e.g., if the
number is a
student achievement. The eighth factor, Application (defined as seatwork and small-group tasks
oriented toward practice of course concepts), corresponded to only a small yet still significant
effect size of 0.18. The lack of any single decisive factor in the meta-analysis supports the idea
that effective teaching is likely a multivariate construct. However, the authors also note the
context-dependent nature of effective teaching. Application, the least-important teaching factor
overall, proved more important in studies examining young students (p. 148). Modeling, by
contrast, was especially important for older students.
Meta-analysis 2. A different meta-analysis that argues for the importance of factors like
clarity and setting challenging goals (Hattie, 2009) nevertheless also finds that the effect sizes
of various teaching factors can be highly context-dependent. For example, effect sizes for
homework range from 0.15 (a small effect) to 0.64 (a moderately large effect) based on the level
of education examined. Similar ranges are observed for differences in academic subject (e.g.,
math vs. English) and student ability level. As Snook et al. (2009) note in their critical response
to Hattie, while it is possible to produce a figure for the average effect size of a particular
teaching factor, such averages obscure the importance of context.
Meta-analysis 3. A final meta-analysis (Seidel & Shavelson, 2007) found generally
small average effect sizes for most teaching factors—organization and academic domainspecific learning activities showed the biggest cognitive effects (0.33 and 0.25, respectively).
Here, again, however, effectiveness varied considerably due to contextual factors like domain of
study and level of education in ways that average effect sizes do not indicate.
These pieces of evidence suggest that there are multiple teaching factors that produce
measurable gains in student achievement and that the relative importance of individual factors
can be highly dependent on contextual factors like student identity. This is in line with a welldocumented phenomenon in educational research that complicates attempts to measure
teaching effectiveness purely in terms of student achievement. This is that “the largest source of
variation in student learning is attributable to differences in what students bring to school – their
abilities and attitudes, and family and community” (McKenzie et al., 2005, p. 2). Student
achievement varies greatly due to non-teacher factors like socio-economic status and home life
(Snook et al., 2009). This means that, even to the extent that it is possible to observe the
effectiveness of certain teaching behaviors in terms of student achievement, it is difficult to set
generalizable benchmarks or standards for student achievement. Thus is it also difficult to make
true apples-to-apples comparisons about teaching effectiveness between different educational
To list a few
sources as
examples of
constitutes highly effective teaching in one context may not in another. This difficulty has
a larger body
of work, you
featured in criticism of certain meta-analyses that have purported to make generalizable claims can use the
word “see” in
about what teaching factors produce the biggest effects (Hattie, 2009). A variety of other
commentators have also made similar claims about the importance of contextual factors in
as we’ve
done here.
contexts: due to vast differences between different kinds of students, a notion of what
teaching effectiveness for decades (see, e.g., Bloom et al., 1956; Cashin, 1990; Theall, 2017).
The studies described above mainly measure teaching effectiveness in terms of
academic achievement. It should certainly be noted that these quantifiable measures are not
generally regarded as the only outcomes of effective teaching worth pursuing. Qualitative
outcomes like increased affinity for learning and greater sense of self-efficacy are also important
learning goals. Here, also, local context plays a large role.
SETs: Imperfect Measures of Teaching
As noted in this paper’s introduction, SETs are commonly used to assess teaching
performance and inform faculty development efforts. Typically, these take the form of an end-ofterm summative evaluation comprised of multiple-choice questions (MCQs) that allow students
to rate statements about their teachers on Likert scales. These are often accompanied with
short-answer responses which may or may not be optional.
SETs serve important institutional purposes. While commentators have noted that there
are crucial aspects of instruction that students are not equipped to judge (Benton & Young,
2018), SETs nevertheless give students a rare institutional voice. They represent an opportunity
to offer anonymous feedback on their teaching experience and potentially address what they
deem to be their teacher’s successes or failures. Students are also uniquely positioned to offer
meaningful feedback on an instructors’ teaching because they typically have much more
extensive firsthand experience of it than any other educational stakeholder. Even peer
observers only witness a small fraction of the instructional sessions during a given semester.
Students with perfect attendance, by contrast, witness all of them. Thus, in a certain sense, a
student can theoretically assess a teacher’s ability more authoritatively than even peer mentors
While historical attempts to validate SETs have produced mixed results, some studies
have demonstrated their promise. Howard (1985), for instance, finds that SET are significantly
more predictive of teaching effectiveness than self-report, peer, and trained-observer
assessments. A review of several decades of literature on teaching evaluations (Watchel, 1998)
found that a majority of researchers believe SETs to be generally valid and reliable, despite
occasional misgivings. This review notes that even scholars who support SETs frequently argue
that they alone cannot direct efforts to improve teaching and that multiple avenues of feedback
are necessary (L’hommedieu et al., 1990; Seldin, 1993).
Finally, SETs also serve purposes secondary to the ostensible goal of improving
instruction that nonetheless matter. They can be used to bolster faculty CVs and assign
departmental awards, for instance. SETs can also provide valuable information unrelated to
teaching. It would be hard to argue that it not is useful for a teacher to learn, for example, that a
student finds the class unbearably boring, or that a student finds the teacher’s personality so
unpleasant as to hinder her learning. In short, there is real value in understanding students’
affective experience of a particular class, even in cases when that value does not necessarily
lend itself to firm conclusions about the teacher’s professional abilities.
However, a wealth of scholarly research has demonstrated that SETs are prone to fail in
certain contexts. A common criticism is that SETs can frequently be confounded by factors
external to the teaching construct. The best introduction to the research that serves as the basis
for this claim is probably Neath (1996), who performs something of a meta-analysis by
presenting these external confounds in the form of twenty sarcastic suggestions to teaching
faculty. Among these are the instructions to “grade leniently,” “administer ratings before tests”
(p. 1365), and “not teach required courses” (#11) (p. 1367). Most of Neath’s advice reflects an
overriding observation that teaching evaluations tend to document students’ affective feelings
toward a class, rather than their teachers’ abilities, even when the evaluations explicitly ask
students to judge the latter.
Beyond Neath, much of the available research paints a similar picture. For example, a
study of over 30,000 economics students concluded that “the poorer the student considered his
teacher to be [on an SET], the more economics he understood” (Attiyeh & Lumsden, 1972). A
1998 meta-analysis argued that “there is no evidence that the use of teacher ratings improves
learning in the long run” (Armstrong, 1998, p. 1223). A 2010 National Bureau of Economic
Research study found that high SET scores for a course’s instructor correlated with “high
contemporaneous course achievement,” but “low follow-on achievement” (in other words, the
students would tend to do well in the course, but poor in future courses in the same field of
study. Others observing this effect have suggested SETs reward a pandering, “soft-ball”
teaching style in the initial course (Carrell & West, 2010). More recent research suggests that
course topic can have a significant effect on SET scores as well: teachers of “quantitative
courses” (i.e., math-focused classes) tend to receive lower evaluations from students than their
humanities peers (Uttl & Smibert, 2017).
Several modern SET studies have also demonstrated bias on the basis of gender
(Anderson & Miller, 1997; Basow, 1995), physical appearance/sexiness (Ambady & Rosenthal,
1993), and other identity markers that do not affect teaching quality. Gender, in particular, has
attracted significant attention. One recent study examined two online classes: one in which
instructors identified themselves to students as male, and another in which they identified as
This citation
from different
locations in
the original
source. Each
quotation is
followed by
page number.
female (regardless of the instructor’s actual gender) (Macnell et al., 2015). The classes were
identical in structure and content, and the instructors’ true identities were concealed from
students. The study found that students rated the male identity higher on average. However, a
few studies have demonstrated the reverse of the gender bias mentioned above (that is, women
received higher scores) (Bachen et al., 1999) while others have registered no gender bias one
way or another (Centra & Gaubatz, 2000).
The goal of presenting these criticisms is not necessarily to diminish the institutional
importance of SETs. Of course, insofar as institutions value the instruction of their students, it is
important that those students have some say in the content and character of that instruction.
Rather, the goal here is simply to demonstrate that using SETs for faculty development
purposes—much less for personnel decisions—can present problems. It is also to make the
case that, despite the abundance of literature on SETs, there is still plenty of room for scholarly
attempts to make these instruments more useful.
Empirical Scales and Locally-Relevant Evaluation
One way to ensure that teaching assessments are more responsive to the demands of
teachers’ local contexts is to develop those assessments locally, ideally via a process that
involves the input of a variety of local stakeholders. Here, writing assessment literature offers a
promising path forward: empirical scale development, the process of structuring and calibrating
instruments in response to local input and data (e.g., in the context of writing assessment,
student writing samples and performance information). This practice contrasts, for instance, with
deductive approaches to scale development that attempt to represent predetermined theoretical
constructs so that results can be generalized.
Supporters of the empirical process argue that empirical scales have several
advantages. They are frequently posited as potential solutions to well-documented reliability and
validity issues that can occur with theoretical or intuitive scale development (Brindley, 1998;
Turner & Upshur, 1995, 2002). Empirical scales can also help researchers avoid issues caused
longer than
40 words
should be
formatted as
Indent the
passage half
an inch and
present the
marks. Any
should follow
mark. If the
author and/
or date are
in the text,
as they are
here, place
them in the
that follows
the quotation
along with
the page
by subjective or vaguely-worded standards in other kinds of scales (Brindley, 1998) because
they require buy-in from local stakeholders who must agree on these standards based on
their understanding of the local context. Fulcher et al. (2011) note the following, for instance:
Measurement-driven scales suffer from descriptional inadequacy. They are not sensitive
to the communicative context or the interactional complexities of language use. The level
of abstraction is too great, creating a gulf between the score and its meaning. Only with
a richer description of contextually based performance, can we strengthen the meaning
of the score, and hence the validity of score-based inferences. (pp. 8–9)
There is also some evidence that the branching structure of the EBB scale specifically
can allow for more reliable and valid assessments, even if it is typically easier to calibrate and
use conventional scales (Hirai & Koizumi, 2013). Finally, scholars have also argued that
theory-based approaches to scale development do not always result in instruments that
realistically capture ordinary classroom situations (Knoch, 2007, 2009).
The most prevalent criticism of empirical scale development in the literature is that the
local, contingent nature of empirical scales basically discards any notion of their results’
generalizability. Fulcher (2003), for instance, makes this basic criticism of the EBB scale even
as he subsequently argues that “the explicitness of the design methodology for EBBs is
impressive, and their usefulness in pedagogic settings is attractive” (p. 107). In the context of
this particular paper’s aims, there is also the fact that the literature supporting empirical scale
development originates in the field of writing assessment, rather than teaching assessment.
Moreover, there is little extant research into the applications of empirical scale development for
the latter purpose. Thus, there is no guarantee that the benefits of empirical development
approaches can be realized in the realm of teaching assessment. There is also no guarantee
that they cannot. In taking a tentative step towards a better understanding of how these
assessment schema function in a new context, then, the study described in the next section
When citing
sources from
the same
simply list the
then list the
years of the
separated by
asks whether the principles that guide some of the most promising practices for assessing
students cannot be put to productive use in assessing teachers.
Materials and Methods
This section proposes a pilot study that will compare the ICaP SET to the Heavilon
Evaluation of Teacher (HET), an instrument designed to combat the statistical ceiling effect
described above. In this section, the format and composition of the HET is described, with
special attention paid to its branching scale design. Following this, the procedure for the study is
outlined, and planned interpretations of the data are discussed.
The Purdue ICaP SET
The SET employed by Introductory Composition at Purdue (ICaP) program as of
January 2019 serves as an example of many of the prevailing trends in current SET
administration. The evaluation is administered digitally: ICaP students receive an invitation to
complete the evaluation via email near the end of the semester, and must complete it before
finals week (i.e., the week that follows the normal sixteen-week term) for their responses to be
counted. The evaluation is entirely optional: teachers may not require their students to complete
it, nor may they offer incentives like extra credit as motivation. However, some instructors opt to
devote a small amount of in-class time for the evaluations. In these cases, it is common practice
for instructors to leave the room so as not to coerce high scores.
The ICaP SET mostly takes the form of a simple multiple-choice survey. Thirty-four
MCQs appear on the survey. Of these, the first four relate to demographics: students must
indicate their year of instruction, their expected grade, their area of study, and whether they are
taking the course as a requirement or as an elective. Following these are two questions related
to the overall quality of the course and the instructor (students must rate each from “very poor”
to “excellent” on a five-point scale). These are “university core” questions that must appear on
every SET administered at Purdue, regardless of school, major, or course. The Students are
Italicize the
anchors of
scales or
responses to
rather than
them in
marks. Do
not italicize
numbers if
the scale
also invited to respond to two short-answer prompts: “What specific suggestions do you have for
improving the course or the way it is taught?” and “what is something that the professor does
well?” Responses to these questions are optional.
The remainder of the MCQs (thirty in total) are chosen from a list of 646 possible
questions provided by the Purdue Instructor Course Evaluation Service (PICES) by department
administrators. Each of these PICES questions requires students to respond to a statement
about the course on a five-point Likert scale. Likert scales are simple scales used to indicate
degrees of agreement. In the case of the ICaP SET, students must indicate whether they
strongly agree, agree, disagree, strongly disagree, or are undecided. These thirty Likert scale
questions assess a wide variety of the course and instructor’s qualities. Examples include “My
instructor seems well-prepared for class,” “This course helps me analyze my own and other
students’ writing,” and “When I have a question or comment I know it will be respected,” for
One important consequence of the ICaP SET within the Purdue English department is
the Excellence in Teaching Award (which, prior to Fall 2018, was named the Quintilian or,
colloquially, “Q” Award). This is a symbolic prize given every semester to graduate instructors
who score highly on their evaluations. According to the ICaP site, “ICaP instructors whose
teaching evaluations achieve a certain threshold earn [the award], recognizing the top 10% of
teaching evaluations at Purdue.” While this description is misleading—the award actually goes
to instructors whose SET scores rank in the top decile in the range of possible outcomes, but
not necessarily ones who scored better than 90% of other instructors—the award nevertheless
provides an opportunity for departmental instructors to distinguish their CVs and teaching
Insofar as it is distributed digitally, it is composed of MCQs (plus a few short-answer
responses), and it is intended as end-of-term summative assessment, the ICaP SET embodies
the current prevailing trends in university-level SET administration. In this pilot study, it serves
as a stand-in for current SET administration practices (as generally conceived).
Like the ICaP SET, the HET uses student responses to questions to produce a score
that purports to represent their teacher’s pedagogical ability. It has a similar number of items
(28, as opposed to the ICaP SET’s 34). However, despite these superficial similarities, the
instrument’s structure and content differ substantially from the ICaP SET’s.
The most notable differences are the construction of the items on the text and the way
that responses to these items determine the teacher’s final score. Items on the HET do not use
the typical Likert scale, but instead prompt students to respond to a question with a simple
“yes/no” binary choice. By answering “yes” and “no” to these questions, student responders
navigate a branching “tree” map of possibilities whose endpoints correspond to points on a 33point ordinal scale.
The items on the HET are grouped into six suites according to their relevance to six
different aspects of the teaching construct (described below). The suites of questions
correspond to directional nodes on the scale—branching paths where an instructor can move
either “up” or “down” based on the student’s responses. If a student awards a set number of
“yes” responses to questions in a given suite (signifying a positive perception of the instructor’s
teaching), the instructor moves up on the scale. If a student does not award enough “yes”
responses, the instructor moves down. Thus, after the student has answered all of the
questions, the instructor’s “end position” on the branching tree of possibilities corresponds to a
point on the 33-point scale. A visualization of this structure is presented in Table 1.
Figure 1
Illustration of HET’s Branching Structure
Tables and figures are numbered sequentially (i.e., 1, 2,
3 …). They are identified via a second-level heading (flushleft, bold, and title case) followed by an italic title that briefly
describes the content of the table or figure.
Note. Each node in this diagram corresponds to a suite of HET/ICALT items, rather than to a single item.
The questions on the HET derive from the International Comparative Analysis of
Learning and Teaching (ICALT), an instrument that measures observable teaching behaviors for
Table and figure notes are preceded by the label “Note.” written in italics. General notes that apply to
the entire table should come before specific notes (indicated with superscripted lowercase letters that
correspond to specific locations in the figure or table.
Table notes are optional.
the purpose of international pedagogical research within the European Union. The most recent
version of the ICALT contains 32 items across six topic domains that correspond to six broad
teaching skills. For each item, students rate a statement about the teacher on a four-point Likert
scale. The main advantage of using ICALT items in the HET is that they have been
independently tested for reliability and validity numerous times over 17 years of development
(see, e.g., Van de Grift, 2007). Thus, their results lend themselves to meaningful comparisons
between teachers (as well as providing administrators a reasonable level of confidence in their
ability to model the teaching construct itself).
The six “suites” of questions on the HET, which correspond to the six topic domains on
the ICALT, are presented in Table 1.
Table 1
HET Question Suites
Tables are formatted similarly to figures. They are titled and
numbered in the same way, and table-following notes are
presented the same way as figure-following notes. Use separate
sequential numbers for tables and figures. For instance, this
table is presented as Table 1 rather than as Table 2, despite the
fact that Figure 1 precedes it.
# of Items
Safe learning environment
Whether the teacher is able to
maintain positive, nonthreatening
relationships with students (and to
foster these sorts of relationships
among students).
Classroom management
Whether the teacher is able to
maintain an orderly, predictable
Clear instruction
Whether the teacher is able to
explain class topics
comprehensibly, provide clear sets
of goals for assignments, and
articulate the connections between
the assignments and the class
topics in helpful ways.
# of Items
Activating teaching methods
Whether the teacher uses strategies
that motivate students to think about
When a table
is so long that
it stretches
pages, repeat
the column
labels on
each new
page. Most
have a
feature that
does this
the class’s topics.
Learning strategies
Whether teachers take explicit steps
to teach students how to learn (as
opposed to merely providing
students informational content).
Whether teachers can successfully
adjust their behavior to meet the
diverse learning needs of individual
Note. Item numbers are derived from original ICALT item suites.
The items on the HET are modified from the ICALT items only insofar as they are phrased
In addition to
as binary choices, rather than as invitations to rate the teacher. Usually, this means the addition figures and
tables in the
text, you may
of the word “does” and a question mark at the end of the sentence. For example, the second
also present
them in
safe learning climate item on the ICALT is presented as “The teacher maintains a relaxed
at the end of
atmosphere.” On the HET, this item is rephrased as, “Does the teacher maintain a relaxed
atmosphere?” See Appendix for additional sample items.
You may also
As will be discussed below, the ordering of item suites plays a decisive role in the teacher’s appendices
to present
final score because the branching scale rates earlier suites more powerfully. So too does the
material that
would be
“sensitivity” of each suite of items (i.e., the number of positive responses required to progress
distracting or
tedious in the
upward at each branching node). This means that it is important for local stakeholders to
body of the
paper. In
participate in the development of the scale. In other words, these stakeholders must be involved either case,
you can use
simple in-text
in decisions about how to order the item suites and adjust the sensitivity of each node. This is
references to
described in more detail below.
readers to
Once the scale has been developed, the assessment has been administered, and the
teacher’s endpoint score has been obtained, the student rater is prompted to offer any textual
feedback that s/he feels summarizes the course experience, good or bad. Like the short
response items in the ICaP SET, this item is optional. The short-response item is as follows:
What would you say about this instructor, good or bad, to another student considering
taking this course?
The final four items are demographic questions. For these, students indicate their grade
level, their expected grade for the course, their school/college (e.g., College of Liberal Arts,
School of Agriculture, etc.), and whether they are taking the course as an elective or as a
degree requirement. These questions are identical to the demographic items on the ICaP SET.
To summarize, the items on the HET are presented as follows:
Branching binary questions (32 different items; six branches)
These questions provide the teacher’s numerical score
Short response prompt (one item)
Demographic questions (four items)
The main data for this instrument are derived from the endpoints on a branching ordinal
scale with 33 points. Because each question is presented as a binary yes/no choice (with “yes”
suggesting a better teacher), and because paths on the branching scale are decided in terms of
whether the teacher receives all “yes” responses in a given suite, 32 possible outcomes are
possible from the first five suites of items. For example, the worst possible outcome would be
five successive “down” branches, the second-worst possible outcome would be four “down”
branches followed by an “up,” and so on. The sixth suite is a tie-breaker: instructors receive a
single additional point if they receive all “yes” responses on this suite.
By positioning certain suites of items early in the branching sequence, the HET gives
them more weight. For example, the first suite is the most important of all: an “up” here
automatically places the teacher above 16 on the scale, while a “down” precludes all scores
Note: For the sake of brevity, the next few pages of the original paper
were cut from this sample document.
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list on a new
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if there is
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bolded and
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order. There
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entry for
every source
cited in the
Note that
sources in
like scholarly
journals now
require DOIs
or stable
URLs if they
are available.
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Note: For the sake of brevity, the next few pages of the original paper
were cut from this sample document.
Sample ICALT Items Rephrased for HET
Appendices begin after the references list. The word
“Appendix” should appear at the top of the page, bolded
and centered. If there are multiple appendices, label them
with capital letters (e.g., Appendix A, Appendix B, and
Appendix C). Start each appendix on a new page.
Sample ICALT Item
HET Phrasing
Safe learning environment
The teacher promotes mutual
Does the teacher promote mutual
The teacher uses learning time
Does the teacher use learning time
The teacher gives feedback to
Does the teacher give feedback to
The teacher provides interactive
Does the teacher provide interactive
instruction and activities.
instruction and activities?
The teacher provides interactive
Does the teacher provide interactive
instruction and activities.
instruction and activities?
The teacher adapts the instruction
Does the teacher adapt the
to the relevant differences between
instruction to the relevant
differences between pupils?
Classroom management
Clear instruction
Activating teaching methods
Learning strategies
Paragraphs of text can also appear in appendices.
If they do, paragraphs should be indented
normally, as they are in the body of the paper.
If an appendix contains only a single table or
figure, as this one does, the centered and bolded
“Appendix” replaces the centered and bolded label
that normally accompanies a table or figure.
If the appendix contains both text and tables or
figures, the tables or figures should be labeled,
and these labels should include the letter of the
appendix in the label. For example, if Appendix A
contains two tables and one figure, they should be
labeled “Table A1,” “Table A2,” and “Figure A1.” A
table that follows in Appendix B should be labeled
“Table B1.” If there is only one appendix, use the
letter “A” in table/figure labels: “Table A1,” “Table
A2,” and so on.

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