The administrative growth contract is one technique that is valuable to assist faculty. This consists of a written set of goals and objectives and plans to achieve the goals. It forms the basis for periodic faculty self-appraisal. In order for any rating system to be effective, it must be valid and reliable. For the purposes of faculty evaluation, validity may be presumed if the items being rated are grounded in the major components or factors of clinical teaching effectiveness that are found in the medical literature.
Reliability refers to consistency in ratings from the evaluators.
The overall reliability of the form ranged from .7 to .82 using 10 student raters, but increased to .83-.90 for 20 student raters. The reliability of this clinical evaluation by students was comparable to reliability ratings found in the classroom. Some but not all faculty evaluation systems change behavior Faculty development and evaluation are related processes. The former aspires to improve faculty performance and the latter aims to make judgements regarding worth. The processes can be integrated, and can be a powerful technique in changing behavior.