Presents a model for evaluating principals' wages and comparing them to teacher salaries. The model was used over a four-year period to evaluate more than 400 principals' salaries. This model was developed to help encourage salary equity for principals. Includes three charts. (MD)

Discusses factors to consider in establishing an administrative salary schedule based on performance. (IRT)

Have you ever thought about what life would be like as a school superintendent? Despite the multitude of problems that accompany the job, author contends that the superintendency is a position unmatched in personal and professional rewards. (Editor/RK)

Reflecting upon her own experiences first as an assistant principal and then as a principal, this writer describes salaries and fringes, and how they were determined, to show the wide variations that exist from district to district. (Editor)

Outlines high school coaches' multifaceted roles and duties. Emphasizes students' special needs. (MD)

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…

The author contends that conditions for principals in regard to collective bargaining are very similar to the conditions preceding the teachers' push for power in the Sixties. He alerts superintendents to the possible ramifications of the situation. (Editor)

Reports results of a survey of high school principals' attitudes toward school improvement recommendations. (MD)

Outlines a merit pay incentive plan that will improve teacher quality and performance. Includes a sample merit evaluation form. (MD)

Describes a project to identify the causes of job satisfaction and dissatisfaction in a district's schools in an attempt to improve teacher attendance. (MD)

Provides two teacher evaluation models for principals. Emphasizes teacher evaluation based on teacher's abilities rather than student achievement. (MD)

Reviews current Asian educational systems, pointing out that comparison with the United States system is not possible. The educational systems reflect the societies' needs, which differ from culture to culture. (MD)

Outlined is a merit pay proposal that atttempts to negate current criticisms and emphasizes a philosophy of compensating teachers for their productivity and abilities. (MD)

While it is not easy to implement merit pay for school administrators, the author argues its importance and presents the necessary conditions for successful program implementation. (MD)

While the author supports the concept of merit pay, he points out the problems in applying the system to an educational setting. He advocates developing better ways to measure teacher productivity. (MD)