School funding adequacy is a topic that has received increased attention throughout the United States since the late 1990s. Current economic conditions, deficit spending, and burgeoning health care costs have caused school districts to compete with state governments for scarce monetary resources. Ohio is one such state. In December of 2008, the Rittman Exempted Village School District entered into a shared services compact with neighboring Orrville City School District in an effort to save money and promote efficiency. The compact features included shared administrators, personnel, and resources. The purpose of the quantitative study was to formally evaluate the Rittman-Orrville compact. The study examined and measured current Rittman and Orville employees' attitudes and perceptions as they pertained to the compact's: (a) success, (b) effectiveness, (c) efficiency, (d) further application, (e) communication, and (f) maintenance of individual identity. The study utilized a program evaluation design to measure employees' perceptions regarding the compact via the collection of quantitative data through the administration of a questionnaire. The sample for the study was N = 96. Quantitative data was statistically analyzed through the administration of an analysis of covariance (ANCOVA) test utilizing SPSS 16.0 statistical software. For all 6 dependent variables, ANCOVA results revealed observed significance levels above the statistically significant level of 0.05, revealing between group differences existed. The differences were evident based on school district, current position and length of service. Overall, employees' attitudes and perceptions regarding the compact were positive, with administrators and individuals employed in both districts exhibiting the greatest mean scores. The study results showed the Rittman-Orrville compact should continue within both districts and that a similar shared service agreement may be successfully implemented by other small school districts. Findings revealed employees believed the compact to be successful, effective, and efficient. Results exhibited maintenance of individual identity to be the strongest area of the compact, with Orrville employees feeling more strongly than Rittman employees that the compact allowed each district to maintain its individual identity. Communication was identified as the weakest area of the compact. Additional research is needed to confirm the study results. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]