Suggests some monetary and nonmonetary incentives to keep good teachers in hard-to-staff, inner-city schools. (Author/WD)

The focus of this study is the development of an effective alternative to fixed step salary approaches to salary evaluation in school districts. A prototype model was derived which considered nine factors in salary evaluation. (Author/MF)

Examines the effectiveness of paying teachers in large urban areas a salary differential, also known as "combat pay," for teaching at racially isolated or all-minority schools. In a sample of seven schools, "combat pay" is found to be ineffective in attracting or retaining high quality teachers. (CMG)

The linear programing approach to position-salary evaluation of school district personnel allows the district to calculate a system of relative weights that establish the relationship of one position to another in quantitative terms. The model provides an internally consistent, effective assessment of an individual's relative worth to the school…

This paper presents a proposed analytical method, based on linear programing techniques that can be used by school districts for salary evaluation of professional personnel. Linear programing techniques allow for school district objectives and constraints and provide an internally consistent, effective assessment of an employee's relative worth to…

Presents an analysis of various compensation and incentive options for staffing educational programs with high-quality teachers, particularly at racially isolated schools. Questions the efficacy of merit pay policies and suggests that non-pecuniary benefits such as improved working conditions and more opportunity for advancement are as important…