The author uses behavioral objectives as the framework for developing an evaluation system with a simple approach. He believes that simplicity is the key to successful implementation of evaluation systems. (MD)

A study of 579 preservice teachers in 9 different subject areas showed differences in personality patterns. The author believes that principals aware of differences in their teaching staff will establish better communication patterns and improve their schools. (MD)

In pointing out the problems involved in evaluation by administrators, the author presents a strong argument for collegial evaluation and presents a proposal outlining a flexible system for peer evaluation of teachers. (MD)

The Flanders Interaction Analysis instrument is an alternative evaluation method. The author presents modifications adapting it for use in evaluating special education teachers. (MD)

The author outlines the parts of the new Copyright Law relating to computer software and educators' responsibility to understand the law. Copyright is automatic in most computer programs, and they are protected "as one of many kinds of literary works." (MD)

The author presents a five-stage model for staff development used in a survey of professors and practitioners. The survey found that there is a disparity between what professors and practitioners believe is practiced and what is actually occurring in staff development. (MD)

A Massachusetts school faced with low teacher and student morale as a result of severe budget cuts initiated a year-long competitive program to improve school morale. The program was successful and virtually cost-free. (MD)

While it is not easy to implement merit pay for school administrators, the author argues its importance and presents the necessary conditions for successful program implementation. (MD)

Team management is presented as a viable, long range alternative to autocratic organizational models in education. The author identifies the components of successful programs. (MD)

While the author supports the concept of merit pay, he points out the problems in applying the system to an educational setting. He advocates developing better ways to measure teacher productivity. (MD)

Nine guidelines are presented to improve teacher recruiting practices in teacher shortage areas. The effort expended in getting good teachers pays off later in reduced supervision and staff improvement needs. (MD)

Many talented beginning teachers leave the profession in the first 2 years. The author explores the reasons and presents a plan for principals to follow to help retain beginning teachers. (MD)

Many students read below grade level and have problems reading their core textbooks. Presented are five techniques secondary teachers can use to improve their students' reading skills. (MD)

Education lost status and support in the United States after 1950 because formal education was less essential to an individual's success in an affluent society that itself functioned as an educator. An urgent public concern for quality education has recently emerged because education and future success are again linked. (MJL)

The director of the National Business Education Association argues that recent national task force recommendations for additional graduation requirements and a more rigorous program do not address the needs of most students. A case is made for the importance of courses providing business and other occupational competencies. (MJL)