Describes an inservice session that included informal lunch discussions with nonteachers who had experience relevant to the inservice topic. (MCG)

A five-rung career ladder designed to allow counselors to assume wider responsibilities and financial rewards is outlined to alleviate the "burnout" counselors experience as a result of their limited opportunities for advancement. (MD)

Outlines a career ladder program developed in the Provo (Utah) School District to identify and train teacher leaders. (MD)

Job related stress and fitness have an effect on the professional lives of teachers. Many corporations have established physical fitness programs to increase employee job effectiveness and satisfaction. Research shows that such programs would improve teacher performance and combat stress. (MD)

Outlines the special summer humanities institutes for secondary school principals that began at three universities in 1984 and were funded by the National Endowment for the Humanities. (MD)

Describes a concept called the "professional circle" which is modeled after the quality circle management technique. It works as a support group and helps teachers feel less isolated. (MD)

Outlines an innovative district-wide staff development program that improved morale, lessened the teacher burnout rate, and saved the district money. (MD)

Faculty growth contracts are a viable way to define faculty ideas, chart the direction of professional growth, and assess teacher performance. Each contract includes a statement of yearly goals, means for accomplishing those goals, and a budget request. Guidelines are provided for implementing a faculty growth contract program. (TE)

Through teleconferencing, every school has the potential to dramatically improve the educational opportunities for its students at minimum cost. A telephone with an attached speaker allows an entire room to converse with experts in an author interview, informational conference, or professional enrichment conference. (Author/DCS)

Thirteen ideas for marketing and implementing the assessment center concept are presented. These call for a primary focus on individuals and on excellence, preparation and organization, assessor training, assessor newsletters, accessible locations, a statewide advisory board, an action plan, confidentiality, both causal and formal meetings,…

A principal and assessor for an Alabama school system describes the professional benefits of her experience with the NASSP Assessment Center Project: peer interaction, informal exchanges, and close personal contact with five other practicing administrators. (TE)

A South Carolina high school band director describes his experience with the Springfield Simulation, a role-playing seminar/workshop where individuals are assigned roles and situations that will aid them in developing administrative skills. (TE)

A migrant education resource teacher from California describes the personal and professional benefits she obtained from her participation in the Springfield project, a role-playing seminar/workshop for administrators. (TE)

The present success and future potential of the Springfield Simulation depend on six interrelated research findings about adult learning.These findings, enumerated and discussed, provide the theoretical framework for Springfield. (TE)

This article treats specific areas in which the assessment center can make significant contributions to university programs in educational administration: personal-professional growth, contributions to the preparation program, and linkages with the field. (TE)