Widespread critical shortages of high-quality teachers in the United States (Sutcher, Darling-Hammond, Carver-Thomas, 2016) has prompted considerable research on staffing trends within the teaching profession. Research suggests both an increase in the demand for teachers and a "chronic and relatively high annual turnover compared with many…

Much of the conversation in recent years about how to attract and retain high-quality teachers has focused on salaries--how much teachers are paid, the possibilities of differentiated pay scales, and pay for performance. But it has become increasingly clear that teachers take much more than salary into account when tallying up working conditions.…

Music teachers who are young, female, and of minority ethnicity are more likely to leave their school or leave the music education profession altogether, according to recent research conducted by Carl Hancock, assistant professor of music education at the University of Alabama, Tuscaloosa. Hancock's study, "Music Teachers at Risk for Attrition and…

The purpose of this study was to examine the job satisfaction of Iowa public school principals and contrast the job satisfaction to the perceptions six years previously. The population for the 1999 and 2005 study was a sample of principals from Iowa K-12 schools. The study revealed significant differences in overall job satisfaction, in gender of…

The 1995 CASE (Council for Advancement and Support of Education) Survey of Institutional Advancement, responded to by 969 advancement professionals at institutions of higher education, examined demographics (sex ratio, minority members); professional backgrounds; job satisfaction; salaries (now averaging $53,000); salary disparities; and the…

An incentive program that rewards and encourages desirable work traits can improve college or university effectiveness, customer satisfaction, and employee morale without excessive cost. Processes needed, benefits to the institution, costs, program design, challenges to successful implementation, and organizational communication needs are…

Describes a project to identify the causes of job satisfaction and dissatisfaction in a district's schools in an attempt to improve teacher attendance. (MD)

A random sample of 559 secondary small school principals in Arkansas, Colorado, New Mexico, Oklahoma, and Texas revealed that 73 percent of the principals were actively seeking new positions or were leaving school administration. The findings have implications for selection procedures, salary/fringe benefit packages, principal autonomy, evaluation…

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)

A survey of 11,013 full- and part-time faculty in 450 colleges and universities is reported. Differences between men and women and between minorities and nonminorities are examined in institution type and program area, highest degree held, academic rank and tenure status, age, employment experience, work characteristics, compensation, and job…

Describes one school system's experiment in allowing teachers to decide what materials and services to buy for their classes, thereby enabling them to enjoy some financial and professional benefits of private practice while retaining the security of the traditional teacher contract. Discusses potential problems and ways to overcome them. (IW)

Teacher promotion is an important issue in school administration that deserves more academic attention. In business management a commonly used tool for employee motivation, aside from promotion, is the compensation system, which can be flexibly and frequently adjusted with the performance of individual staff members. However, in the existing…

Urges seeking different sources for obtaining funds for Soviet teacher salaries. Suggests that the state fund basic curriculum with help of national/ethnic associations, parents, and concerned organizations that fund other aspects of teachers' work. Argues that raising teachers' salaries and decreasing workload to resemble average citizen's will…

The first author presents 13 qualities or job related factors that librarians should expect to find in a position and defines the administrator's responsibilities in providing these factors. Responses are then presented from the librarian's and administrator's points of view. (CLB)

The opinion poll of public school administrators reported in this document is part of a series designed to report scientifically collected data that accurately reflects the views and experiences of specific groups of educators. For this study, a total of 3,300 principals were included in the random sample and 1,502 (46 percent) responded. Tables…