This news brief presents information on managing substitute teaching. The information is based on issues discussed at a summit meeting which included public school administrators and personnel directors from around the nation. The main topics of concern focused around four core components related to the management of substitute teaching: recruiting and retaining, screening, training, and evaluating. Regarding recruitment and retention, non-monetary incentives tend to be more effective than monetary incentives. Screening involves prescreening, paper and pencil screening, interviewing, and background checks. Training is the backbone of a viable substitute teaching program and will alleviate many, if not most, problems associated with substitute teaching. Training falls into two categories: preservice and inservice. Evaluation serves to assess the substitute teacher's performance and to determine the efficacy of a school's or district's recruiting, screening, and training programs. Evaluation typically focuses on professionalism, classroom skills, and interpersonal skills. (SM)