The Superintendent of Pennridge School District in Bucks County, Pennsylvania, evaluates the local district administrators for merit pay twice a year based on management by objective concepts. Working individually and in teams, the administrators develop common and individual objectives. These objectives are assigned point values by secret…

This document, the result of research conducted to resolve some of the confusion surrounding the question of merit pay, synthesizes information and professional opinion about teacher compensation. The material is presented in two major sections, one devoted to the concept of merit pay and the other to a discussion of alternative methods of…

Addresses several considerations related to faculty evaluation, including student evaluation, peer review, self-assessment, evaluation of scholarly investigation and creative production, and examination of service functions performed. Proposes an innovative approach to determining merit salary increases. (AYC)

The Eastern Washington University Department of Education's merit pay system is described. The system closely resembles learning and grade contracts used by undergraduate students. This system rewards desired behaviors, individualizes rewards, and makes merit pay available to all who achieve designated goals. (MLW)

After highlighting features of four major reports critiquing American education, addresses three questions: why is there such a uniform mood of discontent with education; why is there such a consensus on traditional means to improve education; and how much success is likely in the attempt to provide a more uniform, higher quality education through…

The author predicts that lack of cooperation by teachers' unions will be the primary block to implementation of merit pay, peer review, an extended school year, and other reforms. The conclusion is that unions will support reforms in the interest of teachers and oppose those threatening job security or compensation. (MJL)

New methods of structuring college faculty compensation systems are needed to involve, motivate, reward, and recognize individual and group behaviors. Compensation systems of the future should support the institution's core values, recognize that success results from interdependent relationships and not only individual accomplishments, and include…

Describes and examines the nature of the Balanced Scorecard as a conceptual framework and as a management information tool. Identifies and discusses the potential and the limitations of the approach in a school context. Outlines a research agenda. (Contains 3 figures and 33 references.) (AUTHOR/WFA)

The Tennessee Career Ladder Program assesses Tennessee teachers to award merit pay to those determined to be exemplary. This article describes the first two years of the program (1984-85 and 1985-86), the procedure designed to equate standards, the implementation of that procedure, and the results of the equating effort. (TJH)

A 34-item instrument for assessing attitudes about merit pay for teachers was developed and administered to 237 teachers and 86 administrators. Two months later, in a replication study, the instrument was administered to 193 teachers, 107 administrators, and 135 parents. The instrument has high reliability. (SLD)

Suggestions for motivating institutional advancement staff at colleges and universities include nonfinancial motivators (such as appreciation, team building, empowerment, professional development opportunities, flexibility, and formal recognition) and financial rewards (such as bonuses and merit pay). (DB)

Presents two views on merit pay. One suggests that the single salary schedule does not suit today's reform environment, explaining how to align teacher compensation with current educational policy. The other notes that the single salary schedule does not let public school managers adjust teachers' pay to reflect performance and market realities,…

While policymakers have tried to improve teacher workforce effectiveness by raising certification requirements, research shows that credentials correlate little with teaching excellence, as measured by student performance. School districts do little additional screening and commonly award tenure after two or three years regardless of performance.…

This paper presents an analysis of a long-term project at the University of Nebraska-Lincoln (UNL) to insure that effective teaching is rewarded. The document attempts to frame the issues and explore the effects of the project first in the area of the role of teaching in the awarding of tenure. Noting the tradition in academe of awarding tenure on…

This study was conducted to assess the first year of full implementation of a teacher incentive program (TIP) in South Carolina. The study examines the relationship between student achievement and teacher participation in one of several incentive model programs. The research also explores award winning teachers and their association with higher…