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Performance evaluation is one of the important components of each organization, and educational organizations are not exceptions. According to the results of many studies, the single most important factor in determining student academic success or failure is the classroom teacher. Therefore, teachers are at the center of attempts to improve or reform the educational system of any country. Because of their importance, educational systems need to be assured that teachers perform their best to enhance student learning and try to improve teachers’ performance by identifying the strengths and weaknesses of their performance for further professional development. Both of these aims can be achieved by developing a research-based teacher evaluation system. With due consideration of the requirements of developing an evaluation procedure, the present study aims at proposing a new model for EFL teacher performance appraisal.  For so doing, a number of relevant studies on teacher evaluation and effective teaching, relevant national documents, and EFL teachers’ and experts’ views were investigated. Then, for making decision regarding the components of the assessment procedure, Delphi technique was used. The decisions made about the components of proposed model are discussed and the requirements for its implementation are explained

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The application of self-valuation system within the framework of fictional/factual positioning can be remarkably useful in providing a new approach to the analysis of the relation between the novelist and his/her fictional hero. In this paper we are examining the valuation system of the protagonist of the novel Man in the Dark (2008) by Paul Auster. Based on Hubert Hermans’ Valuation Theory, we examine the meaning units and their affective connotations in the narratives of the protagonist/author during his factual storytelling and his fictional confrontation with his hero. Moreover, basic motives of self-enhancement and the contact and the :union: with others and finally their affective profiles are discussed based on the model presented in the paper, i.e. Virtual Fictional/Factual Positioning (VFP). The findings of this research truly indicate that the art of storytelling helps the protagonist to rebuild his own identity and fix the ruins of his past. The dynamics of fictional and factual positioning motivate the I-as-storyteller position, which could effectively overcome the challenges created by I-as-husband and I-as-creator-of-war position and eventually develop new positive perspectives for the future. 

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Nowaday, understanding the reasons of successes and failures are a necessity for organizations survival and performance. Organizations need to learn from their own experiences and the other organizational experiences. Experiences documentation is one of the key issue to increase the organizational knowledge and learning through using the relevant experiences in business and also the organizational performance. In order to accumulate, document, distribute and use effective of organizational experiences, it is necessary to design an appropriate structure and framework. Therefore, this paper first reviews the related literature and theoretical bases. Then components and attributes of documentation system, evaluation system, reward system and distribution system are identified and explained. Accordingly a conceptual structure for organizational experiences documentation (SOED) is developed. The suggested structure is verified according to the view of experts.

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The main purpose of this study is to present a model of the planning, recruitment, select and redundancy of human resource and its adaptation to the organizations of the civil service management act audience. The research method is exploratory mixed research projects. The statistical population of the first phase (qualitative) included the faculty of public administration with human resources orientation and the statistical population of the second phase (quantitative) of managers and human resource specialists of public institutions. In the first phase (qualitative) of the research, the data were collected by semi-structured interview and in the second phase (quantitative), semi-open questionnaires and 97 questions were distributed. In the first phase, the data were coded by Atlasti software, and in the second phase, the model test was derived from the first phase of the study by structural equation modeling using PLS software and descriptive statistics, central indices and consensus percentage on the model and results indicate that %89 of the participants had a consensus on the conceptual model of the research, and all dimensions of the model were explained. The main issue of the present research is planning for human resource development in the organization, which has been formulated based on the causal, ground and interventional conditions, its dimensions and strategies for its realization, and then the final model was presented based on it.