It is widely recognized that teacher quality is the central input in school performance. This insight has put human resource and compensation policies, including performance pay, tenure, alternative route recruitment, and mentoring, at center stage in school reform debates. Some school administrators have been innovators and reform leaders in these areas. Administrator associations have sometimes provided support as well. In the area of teacher pension reform, however, it is important to recognize that school administrators reap the largest net benefits from the current system, which has rising costs and clear inefficiencies. Given the powerful incentives that are in place, there is no reason to expect school administrators or their organizations to support reforms that would provide a more modern and mobile retirement system for young educators, like those found in nearly all other professional employment settings. On the issue of pensions, labor and management are on the same side of the bargaining table.