British data were used to compare an individual model of returns to education and a family model in which parents allocate resources for education differently to their children to compensate for different employment potential. Results show education is endogenous for young adults' earnings and the family model is supported. (SK)

One of three companion reports on the results of a survey on merit pay and incentive plans, this publication focuses on programs for school administrators. The data in the studies, presented largely in table form, are reported separately by four school system enrollment groups (large, medium, small, and very small) and by eight geographic regions.…

One of three companion reports on the results of a survey on merit pay and incentive plans, this publication focuses on programs for school support staff. The data in the studies, presented largely in table form, are reported separately by four school system enrollment groups (large, medium, small, and very small) and by eight geographic regions.…

This report contains current figures, obtained from Educational Research Service, Inc., on salaries paid to principals and assistant principals in 1,217 school districts nationwide. Four sections of tables are presented: 1983-84 data organized by school district enrollment, per pupil expenditure, and geographic region; and trend analysis comparing…

The first section of this monograph outlines the North Carolina career development plan for teachers. The plan consists of five levels of differentiation: (1) Initial Level; (2) Provisional Level; (3) Career Status I; (4) Career Status II; and (5) Career Status III. Differential pay is provided from state funds for each of these five levels. A…

Changes in the labor market in the last 20 years are evaluated in order to examine the impact of teacher unionization, the extent of teacher mobility and responsiveness to wage differentials, and the projected demand for teachers from 1980 to 2000. Using cross-section wage regressions and wage change regressions, the study shows that the…

This publication describes various approaches used by school districts to determine salary schedules for principals and vice-principals and presents sample salary schedules and criteria illustrating eight different approaches. The information presented here was derived from data gathered during the 1974-75 National Survey of Salaries and Wages in…

Management by Objectives (MBO) has been found to be a useful means of conducting performance appraisals for professional employees. It is also an effective process for individual and organizational goal-setting and planning. Compensation systems may also be related to the MBO process. This paper addresses the concepts underlying MBO and its…

Although many wage theories have been proposed to explain the process whereby some agreement is reached about who is to receive what salary, none seems adequate to explain all wages in general. Even indepth studies attempting to establish a ranking of jobs for compensation purposes have not found general acceptance by school systems. Instead, a…

In general, the results show that teachers respond to earnings differentials, be those differentials in the form of actual salary differences or in the form of differences in career prospects. Available from Cambridge University Press, 32 East 57th Street, New York, New York 10022; single copy $16.50 plus postage. (Author/IRT)

A statistical method to determine sex discrimination in salaries considered known differential variables which can legitimately be used to determine salary level apart from discrimination based on improper criteria, such as race, sex, religion, etc. This case study of a group of educators exemplifies salary discrimination based on sex. (Author/MV)

Teacher retention rates in New York from 1974 though 1984 were studied in 57 school districts that used alternative practices of internal salary distribution. These districts were categorized by relative attractiveness of salaries offered entry-level, midcareer, and senior teachers. Data revealed positive correlations between district retention…

Describes Fairfax County Public Schools' (Virginia) "pay for performance" program for teachers. With solid financial and community support, the district overcame merit pay resistance and obstacles to professionalism by lowering education course requirements, raising academic discipline requirements, creating master teachers, and…

Accompanied by several charts and tables, this study examines differential salary increments for veteran and novice teachers in 43 New York State school districts. Awarding larger percentage increments to experienced rather than to beginning employees is less common in comparable professions and may discourage new teaching recruits. Includes 17…

After describing the concept of comparable worth and reviewing arguments for and against the idea, the author proposes seven cautions for district administrators to heed when faced with the need to respond to the comparable worth issue and suggests a seven-step plan for taking action to improve pay equity. (PGD)