Descriptor
Author
| Brickell, E. E. | 1 |
| Furtwengler, Carol B. | 1 |
| Goedert, Edmund R. | 1 |
| Hall, Jean | 1 |
| Hawley, Willis D. | 1 |
| Pembroke, Eileen | 1 |
| Spillane, Robert R. | 1 |
| Stainback, George H. | 1 |
| Winborne, Claiborne R. | 1 |
Publication Type
| Guides - Non-Classroom | 7 |
| Journal Articles | 7 |
| Opinion Papers | 1 |
| Reports - Evaluative | 1 |
Education Level
Audience
| Practitioners | 3 |
| Policymakers | 1 |
Location
| Tennessee | 1 |
| Virginia | 1 |
| Virginia (Virginia Beach) | 1 |
Laws, Policies, & Programs
Assessments and Surveys
What Works Clearinghouse Rating
Peer reviewedPembroke, Eileen; Goedert, Edmund R. – NASSP Bulletin, 1982
Effective teacher performance evaluation systems are fair, objective, job-specific, reliable, clear, provide for teacher development, and are oriented toward both the teacher's processes and the teacher's products. Loyola Academy involved teachers in developing an evaluation system exhibiting these features as well as a performance compensation…
Descriptors: Evaluation Criteria, Evaluation Methods, Guidelines, Incentives
Spillane, Robert R. – Executive Educator, 1987
Outlines five myths used as arguments against teacher merit pay. While teacher preparation, salaries, and evaluation are essential elements of performance pay plans, they should not be isolated from related issues. Includes a sidebar on problems the Fairfax County (Virginia) merit pay plan is encountering with the teacher union. (MD)
Descriptors: Elementary Secondary Education, Incentives, Merit Pay, Personnel Policy
Peer reviewedFurtwengler, Carol B. – Educational Leadership, 1987
Discusses evaluation issues that developed during implementation of the nation's first statewide career ladder program in Tennessee. After three years of development major issues have centered around communication, confidentiality, paperwork, career development, multidata source systems, and the evaluation cycle. (CJH)
Descriptors: Career Ladders, Elementary Secondary Education, Evaluation Problems, Incentives
Peer reviewedHawley, Willis D. – Educational Leadership, 1985
Reviews the factors that any teacher motivation plan must incorporate to be effective and outlines 11 principles that should be followed in designing career ladder plans to meet teacher needs, increase teacher competence, and facilitate effective instruction. Warns against potential pitfalls in career ladder plans. (PGD)
Descriptors: Career Ladders, Incentives, Program Design, Program Implementation
Peer reviewedHall, Jean – Educational Leadership, 1987
A "Pay for Performance" program in Fairfax County, Virginia, has gained support from teachers, administrators, and community. Teachers progress along a three-step career ladder based on professional growth. Teachers are involved in the plan through their roles as peer observers, consulting teachers, and staff development instructors.…
Descriptors: Career Ladders, Elementary Secondary Education, Incentives, Merit Pay
Winborne, Claiborne R.; Stainback, George H. – American School Board Journal, 1984
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…
Descriptors: Career Ladders, Educational Administration, Elementary Secondary Education, Incentives
Brickell, E. E. – American School Board Journal, 1984
Approved by the teachers' union, this salary plan features probationary, continuing contract, and career levels. The career level rewards excellence, and eligible teachers must demonstrate involvement in professional activities and receive outstanding evaluation. Instrumental to the program's success is the possibility of appealing evaluations.…
Descriptors: Career Ladders, Educational Administration, Elementary Secondary Education, Incentives
