Since many states are currently revising their teacher certification regulations, at least five major issues are raised: (1) evaluation of competencies, (2) differentiated staff, (3) tenure, (4) merit pay, and (5) the related problems of certification levels, obsolescence of skills, renewal certificates, and hence, inservice education. An evaluation of competence is acceptable if it means self-evaluation and peer-evaluation; the ideal of horizontally differentiated staff has value if no discrimination exists, financial or otherwise. AFT has taken some action on tenure and merit pay, and AFT-negotiated contracts often contain provisions related to inservice training, many based on the idea that forced certification renewal in order to offset obsolescence is unwarranted, unnecessary, and unprofessional for teachers. A "continuous progress alternative" is based on the ideal of personalized and individualized education and on the belief that teachers should assess their own strengths and weaknesses and establish their own self-improvement programs in a professional way. Among other things these programs should include contractual arrangements for travel, books and materials, and structured and unstructured workshops and institutes on newly conceived techniques. AFT collective bargaining contracts must continue to include as many specific aspects of this general alternative as possible. (JS)