An urban school district developed strategies for recruiting and retaining minority teachers. Examination of data on teachers hired over a 3-year period found the retention rate for African American teachers was slightly higher than that of European American teachers. Teachers with at least 3 years' experience in the district were surveyed as to…

Author argues that most teacher evaluators, because of their lack of essential information and evaluation skills, revert to criteria they think they can handle - picking out the socially sophisticated "nice guy." (Author)

Editorial which points out that good teachers receive no more pay than bad teachers, and which calls for an overhall of public education in order to reward those teachers who do their job well. (LS)

The Female Administrative Intern Program in Windham, Connecticut, prepares aspiring women school executives for the rigors of school management. One technique the women use: shadowing administrators in other school systems. (Authors)

Discusses the author's experience in finding her current teaching position and her denial of tenure. Offers advice for educators pursuing tenure. Suggests that the Conference on College Composition and Communication could provide a much-needed service by gathering and disseminating both survey data and individual stories in an effort to determine…

This symposium will highlight the systematic approach related to PhD and master's HRD programs uniquely situated in Colleges of Business. Strengths of these programs will be presented through identifying their collaboration with businesses, strong internship programs, external funding sources, and strong HR relationships in business, industry,…

This article reports the results from a 12-month study of teachers' career progress in schools in England and the ways in which headteachers and teachers perceive that age, disability, ethnicity and gender affect teachers' career prospects. Many teachers thought that they had been promoted because of their personal traits, such as drive,…

In 1977, a task force on teaching evaluation was formed at the University of California to recommend means of implementing reliable, flexible and effective teaching evaluation for the improvement of teaching and the consideration of teaching in personnel actions. Surveys of faculty and department chairs revealed strong support for colleague…

ACADEMIC RANK IS INCREASING IN FREQUENCY IN AMERICAN JUNIOR COLLEGES. THE PRIMARY REASON FOR ADOPTION OF RANK IS A DESIRE TO IDENTIFY WITH SENIOR INSTITUTIONS OF HIGHER EDUCATION, FOLLOWED BY HOPES OF INCREASING STATUS AND MORALE, OF RELATING SALARY TO TEACHING PROFICIENCY, OF ATTRACTING BETTER FACULTY AND OF FACILITATING ACCEPTANCE OF…

A forthcoming Association for Curriculum Development Task Force on Merit Pay and Career Ladders report contends that all teachers can be paid decent salaries and that any implemented plan must have the support and involvement of those to be affected, must ensure due process, and must develop trust in the evaluators. (DCS)

Identifies six major techniques used to evaluate the creative work of theatre faculty. Explores major problems associated with each technique. (PD)

Warns about the phenomenon of reactivity: faculty members will change behavior to accommodate evaluative criteria for promotion. Cautions that evaluative criteria must be developed that do not produce unexpected and unwanted side effects. (PD)

Points out the merits of the model that assesses creative activities as analogous to scholarship in evaluating teachers for promotion. (PD)

Considers the model to validate the creative activities of theatre artists as limited, unworkable, and unacceptable. (PD)

The nature and basis of autonomy that English secondary headteachers have in the allocation of salary increases within schools are examined. (Author/DE)