The problem of student and teacher absenteeism is examined in terms of costs and the effect on academic performance, and solutions are suggested. A description of the major research to determine causes and to describe the nonattenders is included. (JMF)

This report compiles results of studies conducted in American Samoa, Chuuk, the Commonwealth of the Northern Mariana Islands, Guam, Hawai'i, Kosrae, the Republic of the Marshall Islands, the Republic of Palau, Pohnpei, and Yap. It was conducted in the 1996-97 school year by Pacific Resources for Education and Learning in close collaboration with…

Describes Bellevue (Washington) School District's employee wellness program's successful efforts to (1) save lives by promoting healthy lifestyles, (2) boost morale by taking health services to the workplace, (3) improve on-the-job performance by providing inexpensive, convenient opportunities for exercise and weight loss, and (4) reduce staff…

Discusses improving attendance of staff and administrators by providing various financial and recognition-oriented incentives including savings bonds, plaques, and a year-end trophy. Rewards for perfect and near-perfect attendance resulted in a 16 percent improvement in total staff attendance and improvement in 90 percent of individual schools.…

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)

The mission of Pacific Resources for Education and Learning includes maintaining cultural literacy and strengthening educational programs for American-affiliated Pacific Islanders. On islands where no substitute teacher pool is available, students' educational opportunities may be seriously compromised. Policymakers and program managers in all 10…

Teacher absenteeism is a serious problem symptomized by lack of board and superintendent leadership, incomplete attendance records and policies, job dissatisfaction, and failure to recognize the problem or reward good attendance. The author outlines eight solutions that match each symptom and five false beliefs about teacher absenteeism. (RW)

Regulations for sick leave and substitute teachers, adopted by the North Carolina State Board of Education, are presented in outline form. Sick leave regulations provide for sick leave eligibility, sick leave earned, leave charges, sick leave accumulation, advancement of sick leave, verification of sick leave, repayment of excessive leave,…

This publication is designed to provide schools and school districts with help in addressing the challenge of recruiting and retaining excellent substitute teachers. It includes information on a variety of school district approaches to hiring, compensating, and supporting substitute teachers. Districts that provide training in classroom management…

Offers procedures for setting up an employee attendance monitoring system utilizing a computer. The main purpose of employee attendance profiles is to help workers improve their attendance records. (Author/MLF)

Lists ways in which school districts enable teacher absenteeism and how these practices can be remedied. Includes limiting personal days, sick-leave provisions, and conference leave. (MLF)

A Virginia district's voluntary teacher incentive program is credited with rewarding excellent performance, encouraging teacher attendance, and being simple to administer. Requirements include few absences, superior teaching evaluations by principal, good standardized test scores, successful evaluation by outside experts, and completion of course…

A Dallas, Texas, districtwide campus incentive pay plan rewarded all personnel in schools that ranked in the top quartile of schools exceeding achievement expectations and that met student and teacher attendance requirements. Program goals were achieved, suggestions for improvement noted, and future plans include campus and individual incentive…

Research supports the notion that substitute teachers generally are ineffective. This study examines whether trained substitutes can be as effective as assigned teachers in teaching students with behavior disorders. Findings showed that substitutes with intensive inservice training in behavior management were equally effective for one-day…

Discusses an examination of teacher stress, job satisfaction, absenteeism, career intention, career commitment, and self-image among secondary school teachers in Malta. Concludes that teachers who reported greater stress were less satisfied with teaching, more frequently absent, more likely to leave teaching, and less likely to reenter the field.…