ABSTRACT
Most discussions about evaluation deal with teachers simply because teachers make up the vast bulk of the professional work force of a school district. Many people are sincerely interested in precisely how administrative and supervisory positions, general and specialized, may be evaluated. The evaluation program for those people who are in specialized positions may require some modifications and adjustments depending upon the nature of the particular job. Evaluatees may assume a substantially greater role in the evaluative process, particularly in making self-evaluations and helping prepare job analyses for specialist positions. Performance evaluation, with its combination of target setting, counseling, analysis, evaluation, and follow-up, has become a natural and logical component of management development programs. In the evolvement from rating to performance evaluation, some companies have endeavored to retain salary determination as one of the purposes of management personnel evaluation. Performance evaluation of a principal, who may be considered a general administrator, is of great significance.
