Degree Type


Date of Award


Degree Name

Doctor of Philosophy


Curriculum and Instruction

First Advisor

Richard P. Manatt


Effective evaluation of education personnel has been increasingly emphasized as a key factor in school improvement. Because of the integral relationship between all employees of an organization and because one employee's performance can affect the performance of other employees, all personnel should be evaluated. However, there has been little attention devoted to the evaluation of education support personnel;The purpose of this case study was to inductively analyze data obtained via observations, interviews, and written documents to answer specific questions regarding the development and implementation of a performance evaluation system for an intermediate education agency, Western Hills Area Education Agency (AEA) 12, located in Sioux City, Iowa. The project included the development of philosophies and procedures for an evaluation system for all certified and support personnel by members of a stakeholders' committee; employee timelogging and the identification of critical work activities for each of 53 positions in the AEA and the subsequent revision of job descriptions; the development of a summative evaluation report that includes both generic and job-specific responsibilities for each position; training of all evaluators and evaluatees in the use of the summative evaluation report and in writing professional development plans (PDPs); a test-and-try of the performance evaluation system by representatives from each of the agency's divisions--Media Services, Special Education Services, Educational Services, and Administrative Services; written and verbal feedback from employees on the draft performance evaluation handbook, with consequent revisions; the development of a videotape that would subsequently be incorporated into a video-based instructional package for use by the agency; and final approval of the performance evaluation system by the nine-member Board of Directors;In addition to implementing the more conventional clinical supervision model of evaluation, in conjunction with management and project action plans, the Stakeholders' Committee has since requested additional staff development training and/or information on assessing the culture and climate of the organization, including how to reduce bias between evaluators/evaluatees; coaching; the conference process; writing professional development plans; differentiated supervision; multiple data sets; and outcomes-based evaluation.



Digital Repository @ Iowa State University,

Copyright Owner

Debra J. Owens VanGorp



Proquest ID


File Format


File Size

233 pages