Suess L R
University of Connecticut School of Nursing.
J Nurs Educ. 1995 Jan;34(1):25-30. doi: 10.3928/0148-4834-19950101-07.
While non-tenured faculty receive feedback on their work in their annual evaluations for reappointment, many tenured faculty do not receive evaluations and feedback except when seeking merit award or promotion. Recent literature suggests that feedback on work at fixed time intervals, through post-tenure evaluations, can positively enhance faculty productivity. This survey study examined the attitudes of faculty teaching in baccalaureate and higher degree programs in nursing toward post-tenure performance evaluations. A random, nationwide sample of 248 nurse-faculty participated in this study. Data analysis showed that attitude toward post-tenure evaluation was not significantly related to such variables as tenure status, perceived productivity in teaching, service, scholarship, internal motivation, age, teaching experience, sex, educational preparation, or rank. Faculty clearly stated that they desire feedback on their work, an opportunity to define future objectives, and a post-tenure evaluation system in their own schools.
虽然非终身教职员工在年度续聘评估中会收到关于其工作的反馈，但许多终身教职员工除非在寻求绩效奖励或晋升时，否则不会接受评估和反馈。最近的文献表明，通过任期后评估，定期对工作进行反馈可以积极提高教职员工的生产力。这项调查研究考察了护理学学士及更高学位项目中的教师对任期后绩效评估的态度。全国范围内随机抽取的248名护士教师参与了这项研究。数据分析表明，对任期后评估的态度与任期状态、教学、服务、学术方面的感知生产力、内部动机、年龄、教学经验、性别、教育背景或职级等变量没有显著关系。教师们明确表示，他们希望得到关于自己工作的反馈、确定未来目标的机会，以及所在学校的任期后评估体系。
