This report identifies what are thought to be smart ways to redesign career paths and compensation for California teachers. It is known which changes are most likely to improve both teaching quality and student achievement, because these changes address what really matters in schools and what motivates teachers. These are not the traditional and…

This article describes an effort to create a coherent teacher recruitment, preparation and induction program in a large urban school district, based in part on the medical residency model. The article argues for several core principles in the creation of such a program: a) the program serves the school district, b) the program is structured to…

The "Report to the Legislature: School Leadership Academies Training Initiative" is submitted pursuant to Chapter 61 of the Acts of 2007, line item 7061-941. In FY 08, the legislature appropriated $1 million to support the second year of a program to develop and implement School Leadership Academies for principals and superintendents to…

Describes features of a new system of compensation, classification, and performance appraisal for employees at Boston College developed by a performance management team at the college in association with outside consultants. (EV)

After reviewing industrial sector program results, University of Southern California administration officials agreed to finance a counseling and consulting program for USC employees. The program serves as an adjunct to the personnel office in areas such as outplacement, sexual harassment, and conflict resolution. (MLW)

"Managed competition," a purchasing strategy to obtain maximum value, is recommended as a method for limiting costs in college and university employees' health benefits plans. Models used at Stanford University (California) and the University of California are offered as illustrations, and considerations in implementing managed…

Supervision is the hardest task facing administrators. The articulation of meaningful goals and objectives, as well as careful evaluation of employee performance remain challenging tasks. At Pensacola Junior College, this task was made easier through the development of a more bias-free and objective evaluation form. The form is appended. (MLW)

The University of Michigan sponsored a 2-day, institution-wide exposition of quality management efforts, which included 64 exhibits staffed by university employees. The underlying principles, planning stages, evidence that the expo was successful, lessons learned, plans for similar future efforts, and ways to obtain further information about this…

Workshop examines school-age summer programs. Papers are (1) "No More Homework" (Linda Sisson), presenting National School-Age Child Care Alliance standards relevant to planning and evaluating summer programs; (2) "Staffing for Summer Programs" (Richard T. Scofield); (3) "Opportunities and Challenges" (Karen…

A staff development program for classified support personnel at an institution whose small size cannot justify a large program is described. Needs assessment, program implementation, and lessons learned from the experience are outlined, and special problems and tensions in small-college staff programs are noted. (MSE)

The progress of the Virginia Polytechnic Institute and State University's model of an Employee Career Development Program is reported. The program's roots and relationships are explored as well as the results of a cooperative effort between an employee relations/personnel office and a university counselor education program area. (Author/MLW)

The University of Pennsylvania's major gift officers have specific goals for interaction with donor prospects, including proportions of time spent in cultivation, solicitation, and stewardship. Guidelines are based on staff experience, nature of the prospect pool, faculty support, campaign stage, volunteer management, administrative support,…

A California State University study of alternative job design approaches in the university's information technology community is described. The study was designed to develop a job design approach that could adapt to changing skill requirements, promote continuous acquisition of skills for knowledge-based employees, and improve organizational…

The evolution of an award-winning Total Quality Management (TQM) program for administrative and academic staff development at Oregon State University is chronicled. Special attention is given to application of TQM for faculty and corporate interaction, instructional improvement, and curriculum development. Special challenges for implementation of…

The evolution of computerized job applicant systems is described and compared to that of computerized banking systems; the characteristics of such systems in the future, especially for minimizing data entry and maximizing accessibility, are then outlined and illustrated with the Carnegie-Mellon University system. (MSE)