Explains how unequal salary schedules for Black and White teachers with similar qualifications were eliminated in public schools. Reviews pertinent federal court cases and legal arguments, describes how adopted salary schedules (in contrast to merit-based salary schedules) affected court decisions, and discusses the effects of the court decisions.…

Peer-Mediated Self-Appraisal facilitates merit pay decisions by combining summative (standard professional review) and formative (teaching processes and strategies) evaluation. It requires clear teaching standards, objective measures, and community acceptance of teachers as professionals. Two figures compare formative and summative evaluation and…

Faculty definitions of merit are analyzed through 417 recommendations for merit salary awards. The effects of the recommendation writer's academic characteristics on the case made were examined, and it was found that definitions of merit varied by academic discipline and rank, and teaching was generally less valued than research or service. (MSE)

In satirical verse the author affirms the value of merit pay proposals and laments the lack of action on such proposals that has resulted from indecisiveness concerning criteria for merit pay implementation. (JBM)

Approved by the teachers' union, this salary plan features probationary, continuing contract, and career levels. The career level rewards excellence, and eligible teachers must demonstrate involvement in professional activities and receive outstanding evaluation. Instrumental to the program's success is the possibility of appealing evaluations.…

This book explores managing the performance of education staff in England and Wales and in Scotland. It compares the different policies of performance management as practiced in England and Wales and in Scotland. (The Scottish system of education is independent of that of England and Wales.) Chapter 1 provides an introduction to performance…

This brief issue paper offers an overview of the key issues involved in the pay-for-performance plan, as it applies to compensating teachers. Paying teachers on the basis of performance, as a way to improve the quality of teaching, has gained support in recent years. This paper examines the practice through five leading pay-for-performance models.…

This paper examines the process of rewarding college faculty for professional service, and is based on data from an American Association for Higher Education forum on faculty roles and rewards, as well numerous college and university promotion and tenure documents and faculty handbooks. These data were examined in relationship to current research…

A survey reported in "Education Week" suggests the purported science/mathematics education crisis is highly diverse. Although teacher shortage is the central issue, some states report slight shortages or surpluses of qualified teachers. In addition, little/no consistency among states in use of financial incentive programs to recruit/retain…

Describes the development and implementation of an administrator merit pay plan for the North Salem, New York, public schools. The plan includes provisions for salary adjustments according to the quality of service (from "unsatisfactory" to "outstanding") and three sets of materials for administrator evaluaiton. (JBM)

Teacher skill and knowledge-based pay plans in education could be related to major demarcation points in teacher career development. To illustrate the approach, career ladder programs in three U.S. districts and a pay system in Australia are described. Each plan includes career stages that qualify for pay increments. (SLD)

Reviews the issues of tenure, faculty status, promotion, and compensation for Wayne State University (Michigan) librarians since 1968 and outlines areas in which disagreement among librarians may have contributed to a denial of full faculty status and privileges. (six references/notes) (EA)

A salary-growth model for teacher compensation is proposed that provides equitable strategic increments, that is, equitable increments as rewards for contributing to the rectification of educational shortcomings. Traditional teacher-pay plans have been flawed in the lack of salary differentials for training and experience. (SLD)

The only way public schools can keep up with the economic facts of life is by learning how to educate virtually all students to a much higher standard at current costs. Three contemporary models of school accountability are the systems used in Kentucky, Chicago, and Edmonton, Canada. (MLF)

This article reports on the introduction of performance-related pay (PRP) in schools in Wales. Specifically, it evaluates the attitudes of teachers to PRP by means of a large-scale questionnaire survey. The results suggest a strong antipathy to PRP for school teachers on the basis that it would be divisive and difficult to implement. In…