This policy profile on education in Latvia is part of the Education Policy Outlook series, which presents comparative analysis of education policies and reforms across OECD countries. Building on the OECD's substantial comparative and sectoral policy knowledge base, the series offers a comparative outlook on education policy by providing analysis…

This policy profile on education in Ireland is part of the "Education Policy Outlook" series, which presents comparative analysis of education policies and reforms across the Organisation for Economic Co-operation and Development (OECD) countries. Building on the OECD's substantial comparative and sectoral knowledge base, the series…

This policy profile on education in Finland is part of the "Education Policy Outlook" series, which presents comparative analysis of education policies and reforms across the Organisation for Economic Co-operation and Development (OECD) countries. Building on the OECD's substantial comparative and sectoral knowledge base, the series…

To increase understanding about community college faculty members and an appreciation of what they do, the authors of this monograph focus on five major topics. "A Profile of Community College Faculty" relies on data from the various iterations of the National Survey of Postsecondary Faculty and other sources to paint a demographic profile of…

A survey of 200 teachers on merit pay revealed that 57 percent did not favor merit pay. Examination of the responses shows that those with less than a masters degree were against merit pay two to one. (MD)

Presents a plan that extends current teaching practices through a strategy that increases teacher salaries without the use of merit pay. (MD)

This paper evaluates the competitiveness of Ashland University (Ohio) faculty salaries and the degree of compression present in those salaries.. Based on the results of an academic year 1992-1993 evaluation of competitiveness and compression, a program was designed and implemented to increase salary levels of Ashland University faculty and at the…

This guide addresses the federal income tax considerations a college or university president faces as an employee and the special tax issues that arise by virtue of serving as the institution's chief executive officer. It does not contain information about state and local taxes, nor does it discuss the tax situation of the institution. Specific…

The American Association of School Administrators believes that professional compensation programs for teachers should incorporate three goals: (1) entry level salaries should be sufficiently high to attract the top one-fourth of those choosing vocations requiring at least a bachelor's degree; (2) the plan must be sufficiently competitive to hold…

Outlines the plan used in the Longview, Washington, public schools for determining the rate of compensation for coaches and activity advisors. (Author/JG)

Reports an improved methodology for estimating teacher salary costs well in advance of the fiscal year. The Markov approach, based on probabilistic techniques, provided a more accurate prediction of school district personnel costs than did the traditional deterministic technique for the budget year studied. Includes four tables and nine…

Discusses merit pay as a school improvement idea, focusing on drawbacks of providing monetary incentives for superior teachers. Before jumping on the merit pay bandwagon, superintendents are advised to consider school purpose, alternative or equally effective reward systems, financial implications, and fairness of merit ratings. (MLH)

Replies to James G. Ward's objections to the author's recent "Journal of Education Finance" article, which concluded that comprehensive collective bargaining had no significant effect on teachers' salaries or fringe benefits in Wisconsin school districts during 1979-80. Calls for alternative strategies to improve teachers' economic…

A survey conducted by the National Center for Education Information has found that teachers earn 7 dollars more per day than other workers with 4-year college degrees. Representatives of the National Education Association and the American Federation of Teachers take issue with a number of the survey's conclusions. (IW)

Effective teacher performance evaluation systems are fair, objective, job-specific, reliable, clear, provide for teacher development, and are oriented toward both the teacher's processes and the teacher's products. Loyola Academy involved teachers in developing an evaluation system exhibiting these features as well as a performance compensation…