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Essay / Research Paper Abstract
A 4 page paper assessing the value of performance appraisal documents. Developing specific job descriptions can be a tedious task, but it is necessary for everyone to have a point of reference on what is expected and required of any position. The purpose here is to evaluate a job description for a school guidance counselor, along with the evaluation criteria resulting from the job description. Analysis notes that neither portion addresses legal requirements for students with disabilities or makes any provision for assisting students with any form of continuing education or local job placement. Bibliography lists 2 sources.
Page Count:
4 pages (~225 words per page)
File: CC6_KShrEduAppraisal.rtf
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Unformatted sample text from the term paper:
job descriptions can be a tedious task, but it is necessary for everyone to have a point of reference on what is expected and required of any position. The
purpose here is to evaluate a job description for a school guidance counselor, along with the evaluation criteria resulting from the job description. Job Description
The guidance counselors job description is adequate in light of the points it mentions, but it is incomplete in the types of duties that the counselor needs to
be addressing on an ongoing basis. The guidance counselor is the best-equipped of any of the schools personnel to act as a liaison between the educational system and parents
of learning- or physically-disabled children in ensuring that the school meets the needs of these students on an individual basis. When Public Law
94-142, the Education for All Handicapped Children Act (EAHCA), was enacted, its primary organizational point was the creation of the individualized education program (IEP) as a base from which to
ensure that each student receives the kind of educational approach he needs. Because every disability is different and disabilities in children range from function-crippling to mild reading disabilities, it
was - and is - critical that the child receive education appropriate to his condition. One author writes that the EAHCA "was intended to provide administrators with proof of
compliance, teachers with formalized plans, parents with a voice, and students with an appropriate education" (Smith, 1990; p. 6). This job description makes no mention of this legal responsibility,
nor of the requirement that the school hold conferences with parents of children with any kind of disability. The job description also makes
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