Administrators may be tempted to feel that the time and money spent on teacher recruitment can now be applied to other endeavors, since a teacher surplus is apparent throughout the country. This author believes that failure to recruit can be risky business. (Editor)

Desirable elements of middle school organization are explained here and skills essential for the middle school principal are discussed. The suggested training program includes a supervised internship based on performance objectives, use of simulation techniques, and plans for continued inservice. (Editor)

Reviews findings from a survey of secondary school assistant principals in Washington State. Outlines eight recommendations resulting from the study. (MD)

At a series of three workshops, 25 principal competency statements were developed to define more clearly administrative roles in community education administration. A table organizes the 25 statements into eight essential task areas and then lists the minimal competencies needed in each area. (MLF)

Women who wish to consider the principalship as a career are offered advice based on observations gleaned from a survey of 65 percent of all women secondary school administrators. A checklist is supplied to help interested women understand the job requirements and their own feelings, attitudes, and abilities. (MLF)

Provides recommendations that may be useful to administrators and directors of programs that require more and more truly exceptional skills and experiences on the part of instructors and trip leaders if the programs are to be conducted safely and effectively. (Author/IRT)

Does the counselor with teaching experience perform more satisfactorily than the counselor without such a background? To learn more about this issue, the authors conducted a study to determine whether principals rated counselors with and without the experience any differently. (Editor)

What is known about recruiting and retaining teachers for hard-to-staff-schools runs counter to many of the assumptions undergirding the teacher quality provisions of No Child Left Behind. Evidence regarding incentives, recruitment pathways, new teacher induction programs, and alternative routes shed considerable light on what needs to be done to…

The law clearly provides protection for those who write negative recommendations; however, the standard tests for libel and slander that are used in tort suits where damages are sought for defamation of character are applicable. (Author/MLF)

The number of women in educational administrative positions is declining even though federal legislation and affirmative action programs exist to remedy the problem and research has shown women to be effective leaders. (Author/IRT)

This review of the work of Maryland's Commission on Values Education excerpts recommended student character and citizenship objectives and personnel policies for administrators, including policies requiring principals' leadership in values education. (MJL)

Examines some disturbing tendencies in curriculum content and descion-making. Argues that a rigorous, neoconservative back-to-basics program, coupled with use of corporate school management models, is not the answer. Excessive standardization could increase the dropout rate and cause the deskilling of teachers. Societal influences need to be…

Research studies show that women qualified for school administrative positions exist in substantial numbers. It is time, the author feels, that their existence be recognized and their abilities utilized. (Editor)

A survey of 461 Mississippi employers revealed that they were particularly interested in good work attitudes among potential employees, along with oral and written communications and problem-solving skills. The employers also indicated that high schools should place more emphasis on developing these attitudes and skills. (PGD)