Personnel Economics

Evaluation and CompensationLet’s consider how to evaluate college instructors. We will assume the fundamental under-lying goal of teaching is to promote learning. Let’s think about three possible quantitative performance measures:I.Student scores on a final exam that is written and graded by the department. The instructors know the broad subjects that will be covered, but do not know the questions. II.Percent of students who fail or withdraw from the class.III.Average length of time in replying to student email.For each quantitative measure, discuss the possible risk, distortion, and manipulation. If you do not see a concern with a particular PM, state that. (Not every PM has issues with all three.) Also state the scope – is the PM more broad or narrow?

1. Student scoresa.Scopeb. Riskc.Distortiond. Manipulation

2. Percent fail/withdrawa.Scopeb. Riskc.Distortiond. Manipulation

3. Promptness in replying to emaila.Scopeb. Riskc.Distortion d. ManipulationSuppose the department instead decides to use qualitative evaluations.

4. How might the department implement qualitative evaluations?5. In what way is this method better than using quantitative evaluations? (Be specific about evaluating teachers, don’t just copy down the list from the notes!)6. What new concerns might this method of evaluation raise?

The post Personnel Economics first appeared on COMPLIANT PAPERS.