The roles of the school principal continue to evolve due to shifting demands as well as ever-changing organizational needs. As new leadership skill sets emerge, we might expect school systems to respond by actively seeking different credentials, experiences, and dispositions of their principal candidates. This study of 279 principal job…

This article provides a tabular analysis of court rulings where public school principals challenged the adverse employment actions of involuntary transfer, suspension, demotion, nonrenewal, constructive termination, and termination during the period 1998-2012. The primary findings were that (a) the judicial outcomes were markedly in favor of the…

A Georgia court decided that a principal who was transferred to a position with less responsibility and prestige but with an increased salary was not considered demoted. (IRT)

Using the group process for interviewing potential new staff members pays big dividends to the school and to the applicant, says this writer. He tells how the process has worked for him. (Editor)

Urges consideration of the local labor market's impact on staff supply and demand when revising salary schedules. Explains how to select job classifications for comparison, identify relevant labor markets, analyze job content, collect data on current practices in the market, analyze the data, and develop and prioritize recommendations for…

This article can be used as a checklist in surveying individual school situations before developing strategies to overcome the possibility of resegregation. (Author/MLF)

A procedure for preliminary screening of teaching position applicants is presented. (DS)

Job interviews for prospective school administrators (specifically, principals) often contain what the author calls a hidden agenda. The board and superintendent may have already decided whom they wish to hire and are interviewing other applicants as a formality. Job seekers should be aware of this rather common situation. (Author/DS)

By using numerous techniques, a school can maintain a first-rate staff year after year. The ability to replace competent teachers with new personnel who are equally as competent, or have the potential to be, must be ranked at the top of the list. Here's how one school accomplishes it. (CJH)

Lists the essential criteria for justifiable dismissals of employees, the sources of evidence to support dismissals and the minimum standards for such evidence, the points by which to judge employees, and the questions certain to be asked by an arbitrator or judge. (JW)

Presents a form designed to help administrators easily identify positive and negative characteristics of candidates for teaching positions. These characteristics, in the areas of educational philosophy, instructional skills, professional interests, and suitability to the school's working climate, can then be matched with the school's needs. (PGD)

Explains a point system developed by the Antioch Community High School (Illinois) that stresses equality of compensation and is well received by teachers. (JM)