A year ago at ASBO International's Annual Meeting and Expo in Seattle, Washington, school business officials from four states presented a powerful double-session panel on the status of changes in teacher contracts and educational funding in their regions of the country. The presenters have since updated their comments with new information and…

President Obama has announced the availability of more than $4 billion in discretionary funds to reform the nation's K-12 education system. These funds are part of what Secretary of Education Arne Duncan calls the "Race to the Top" and are part of the economic stimulus legislation enacted shortly after the president took office in…

How much were school business officials being paid during the 2009-2010 school year? How do their salaries compare with those of other administrators, with those of classroom teachers, and with increases in the cost of living? In this article, the authors provide school business officials with information to address these and related questions.…

Based on data from two Educational Research Service surveys, this article compares salaries and fringe benefits of school business officials with those of teachers and other administrators and with cost of living increases. Chief business officials' salaries depend on the geographic region, district enrollment size, and district per pupil…

Describes Cincinnati public schools' teacher-compensation program composed of a knowledge-and-skills salary structure, a restructured teacher-evaluation system, and school-based-performance salary bonuses. Reports results of research on program operation during pilot phase and after first year of full implementation. Describes subsequent program…

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)

Recognizing that traditional salary bargaining is divisive and that teacher salaries should remain competitive, Temple City (California) Unified School District has been experimenting with formula-based compensation for the past four years. Primary benefits are lack of conflict over salary increases, which are determined before negotiating other…

Districtwide administrators representing nine school districts with successful merit pay/teacher incentive programs all agree that the plans are feasible. The majority believe districtwide rather than statewide plans are preferable. (MLF)

Describes implementation of Arizona's performance-based pay initiative wherein many districts use a combination of teaching skills and student achievement to determine teacher performance. (Contains 10 references.) (PKP)

The 1994-95 ERS "National Survey of Salaries and Wages" reports $75,236 as the mean average salary paid assistant superintendents and $61,323 as the mean average salary paid directors of finance and business. The average salary for the latter is 64.6 percent above that of classroom teachers. Salary increases trail cost-of-living increases. (MLH)

The Newark Central School District in upstate New York has established performance-based contracts. Annual raises are now based on instructional expertise, professionalism, classroom learning climate, and professional growth. In this voluntary system, which eliminates the step system, teachers meeting district standards do not lose any salary by…

A variety of formulas attempt to forecast funds available for teacher salaries and fringe benefits. Examines the evaluation of formulas, analyzes the use of formulas, and provides a new process for negotiating teacher salaries and fringe benefits. (MLF)

The Educational Research Service's 1996-97 National Survey of Wages and Salaries in Public Schools reports average salaries of $80,176 paid to assistant superintendents, $65,797 paid to directors of business and finance, and $39,580 paid to classroom teachers. Salaries for chief business officials have kept pace with those of classroom teachers.…

Five comparative data traps repeatedly come up during school negotiation sessions: (1) average salary comparisons; (2) vague salary comparisons; (3) low master's guide; (4) considering salary only; and (5) comparing benefits. Provides examples and outlines a defense against these data traps. (MLF)

This 1997-98 survey reports $82,339 as the mean of the average salaries paid to assistant superintendents and $67,724 as the mean of the average salaries paid to directors of finance and business in (responding) U.S. school systems. Generally, the annual salaries for chief business officials have kept pace with those of classroom teachers and…