Assistant principals (APs) are important education personnel, but empirical evidence about their career outcomes remains scarce. Using administrative data from Tennessee and Missouri, we provide the first comprehensive analysis of AP mobility. While prior work focuses on promotions into principal positions, we also examine APs exiting school…

Assistant principals are important education personnel, both as essential members of school leadership teams and apprentice principals. However, empirical evidence on their career outcomes remains scarce. Using statewide administrative data from Tennessee and Missouri, we provide the first comprehensive analysis of AP mobility. While prior work…

Research demonstrates the importance of principal effectiveness for school performance and the potentially negative effects of principal turnover. However, we have limited understanding of the factors that lead principals to leave their schools or about the relative effectiveness of those who stay and those who turn over. We investigate the…

This landscape report explores the impact of earning micro-credentials on the social mobility of rural learners. Through four in-depth case studies, we show how earning micro-credentials may lead to credential attainment, workforce entry, promotions, and/or economic improvements (e.g., salary increase, prioritizing learners impacted by poverty),…

The Sticky Floor Effect, a relatively new career advancement barrier concept, theorizes there exist obstacles for women preventing them from advancing to first level management positions. Of significant importance to institutions of higher learning's colleges of business, the Sticky Floor Effect highlights issues of consistency, moral…

Nobody goes into teaching to get rich, but that's no excuse not to pay teachers as professionals. Compensation is one of the most important factors in determining who enters the teaching profession and how long they stay--yet 90 percent of all U.S. school districts pay teachers without any regard for their actual performance with students,…

Since the release of the 1998 publication "Good Teaching Matters," the colleagues at the Education Trust have been asked to make hundreds of presentations around the country on the difference that teachers make. Virtually everywhere, the response is the same: heads nod in agreement. Almost nobody, it seems, disputes the importance of…

The Tennessee Career Ladder Program consists of a five-step classification system in which Level II teachers (who must have taught for 8 years) and Level III teachers (who must have taught for 12 years) are at the summit with the longest contracts and highest pay. This study surveyed 474 Level II and Level III teachers to determine the perceptions…

This study of the career paths of 147 Tennessee school superintendents sought to determine to what extent coaching and principalships are routes to that office. The majority of respondents were white males; only one was black, and 10 were female. The data were analyzed by group, race, sex, years in office, and method of selection (elected or…

Teachers' questions concerning a proposed master teacher incentive pay plan for Tennessee are stated in this address. Questions teachers raised most frequently centered around four main issues: recertification/tenure, fair evaluations, across-the-board pay raises, and promotion quotas. Summaries of teachers' discussions on each issue are presented…

This document is an orientation manual for the Career Ladder Counselor Evaluation System, a part of the Tennessee Career Ladder Better Schools Program. The evaluation system for guidance counselors was developed by using the best ideas from educational research and from counselors in Tennessee. The system was field tested in the fall of 1985.…

Evaluates a training institute designed to increase the advancement of women in administrative positions in four Tennessee school districts. Reports that the program improved participants' qualifications, sensitivity to sexism, sense of self as administrator, motivation to pursue career, professional visibility, feeling of belonging to a group,…

This document is an orientation manual for the Library Media Specialist Evaluation System, a part of the Tennessee Career Ladder Better Schools Program. This evaluation system was developed by using the best ideas from educational research and from library media specialists in Tennessee. The system was field tested in the fall of 1985. Contained…

The Employment Retention and Advancement (ERA) project was undertaken to identify effective strategies for helping low-income parents work more steadily and advance in the labor market. The 15 ERA demonstration projects that were operating in nine states (California, Florida, Illinois, Minnesota, New York, Oregon, South Carolina; Tennessee, and…