Surveys the needs for effective teachers and discusses how tests meet those needs, arguing that differences in test achievement attained by minority applicants need not be attributed to genetic differences, nor should differences in test achievement necessarily be attributed to bias in the tests. (JM)

To make merit-pay plans work, a district's teacher-evaluation system must be both summative and formative--evaluating both for teacher outcomes and for progressive improvement. Only peer-mediated self-appraisal systems seem able to meet such a challenge. Fairly rewarded merit-pay plans depend on accurate teacher evaluations. However, teacher…

Partial results are reported from a longitudinal study that investigated role learning among teachers seeking and obtaining principalships or assistant principalships. Data were obtained from indepth interviews with 14 administrative candidates. A brief theoretical discussion classifies new administrators' job behavior according to three responses…

Third of six articles from a special feature on differentiated staffing.

Summaries of 1981-1982 salary schedules for 85 local affiliates of the American Federation of Teachers (AFT) are provided in tabular form. The data were extracted from contracts on file with the AFT Department of Research and from surveys of selected AFT local affiliates. The first summary section presents a compilation of entry level salary or…

OBJECTIVES OF THIS STUDY WERE (1) TO RELATE WORK EXPERIENCES TO UNIVERSITY FACULTY MORALE, (2) TO EXPRESS MATHEMATICALLY THE RELATION BETWEEN THESE EXPERIENCES AND SELF-EXPRESSED MORALE LEVEL, (3) TO IDENTIFY THE DIMENSIONS THAT DESCRIBE THE EXPERIENCES, AND (4) TO RELATE THE EXPERIENCES TO THE DIMENSIONS. INTERVIEWS WITH 112 FACULTY MEMBERS…

Attitudes of career elementary school teachers concerning satisfaction with their current positions and the fulfillment of their career needs are examined in this study of 178 graduate education students. The measurement instrument for the study included a) a request for personal information, employment data, and career aspirations; b) 100 items…

Elementary teachers from three different urban socioeconomic neighborhoods were surveyed regarding their preferences toward uniform vs competency-based systems of salary increment; the relationship between selected characteristics of teachers and principals and teachers' attitudes toward alternate forms of salary increment were also investigated.…

A report of one of four studies in a series on how women vocational educators see their professional roles. One conclusion borne out by the other studies is that the career aspirations of these women are not astronomical. (Editor/HD)

A manpower planning model is used to examine the likely effects of slower university growth in the career prospects of staff in British universities. An approach is suggested in which senior levels would be allowed to vary over time to prevent staff promotion prospects from declining, and the cost of such a policy is estimated. (Author/LBH)

Results from a questionnaire returned from 354 faculty members at a large university showed that their sensitivity to job satisfaction items centered primarily in three areas of concern: extrinsic job factors, department head actions, and promotion and salary. (Author/LBH)

Reports a study of the interrelationship between grade inflation and student evaluation ratings. Findings indicated that unadjusted student evaluations are inappropriate determinants of tenure or promotion. An adjustment procedure to remedy the problem is presented. R.C. Scott criticizes Zangenehzadeh's model and proposes a different one.…

Analyzes the objective dimension of teachers' careers showing how 530 British male/female teachers are distributed throughout the pay scale and promotions making up the formal structure of teaching. Indicates length of experience is the rewarding but not the sole factor in bureaucratic structure and differential male/female career achievements.…

In 1984, the Utah legislature enacted a career ladder bill encouraging all local districts to develop plans for restructuring teachers' compensation and promotion options. An independent, bipartisan taskforce then created a statewide, decentralized model that increases educators' power, minimizes merit and staff differentiation, and fosters…

Explains provisions of the career ladder section of Tennessee's Comprehensive Education Reform Act including teacher levels, implementation, certification, evaluation procedures, involvement of the Tennessee Education Association, and rationale of legislators sponsoring this education reform package. (NEC)