This volume, the first of two reports on development of teacher incentive structures, focuses on implementation of a career ladder design and teacher evaluation experiment in four Utah school districts. The report has five sections. Section 1 describes study background and implementation of an evaluation-reward system that featured data collection by teachers. A panel of teachers, administrators, and parents made promotion decisions, which included a stipend and job enlargement opportunities. Career ladder committees conducted evaluations. Section 2 describes the districts' plans and design features compared with preexisting approaches. The promotion system was intended to be a substantial career development move for teachers. Section 3 discusses evaluation, promotion, and planning outcomes. Section 4 presents conclusions and recommendations, including findings that: (1) teachers can control their evaluation; (2) good evaluation requires resources; (3) inservice is crucial; (4) teachers' competition for quality performance creates difficulties; (5) teachers select promotion pay over job enlargement; and (6) merit pay is a threat to career ladders' development. Section 5 consists of nine appendices; these include detailed descriptions of the career ladder plans and evaluation system, supporting information on legal issues and use of microcomputers, and a bibliography. (CJH)