Results from a study of 927 Tennessee public school teachers involved in a year-old merit pay program indicate that significant numbers of teachers perceived the Career Ladder Program to be ineffective as a managerial tool for motivating teachers. (IAH)

Presents three letters responding to articles about the restructuring of teachers' salaries in the Soviet school system. Includes comments and proposals on seniority, pay for school principals, and payment according to labor rather than leveling. Includes tables that accompanied two of the letters. (DK)

Describes operation and benefits of Cincinnati Public Schools' Career-in-Teaching Program. Program consists of seven career steps: Intern, apprentice, novice, career, advanced, and accomplished. Program supports continuous professional development and provides performance-based compensation. Contends that districtwide program successfully attracts…

The women applicant for promotion in elementary schools follows the traditional marriage with children pattern. However, she takes an approach to her home life and responsibilities there that differs markedly from the woman who does not apply for promotion. (Author/WM)

This study was conducted to determine the most effective means of implementing career ladder level assignments that are made on the basis of student achievement and other bases required by law in Texas. Part one consists of a research study focusing on research in teacher effectiveness, accountability, measurement and implementation concerns, and…

A survey of 483 professors, three from each of 161 colleges and universities, shows that nearly 40 percent of the participants did not think that promotion policy was usually observed in practice. Many acknowledged a lack of professionalism in performance evaluations. (LBH)

This article examines why many career ladder proposals are opposed by teachers, and outlines a framework for career development that could be supported by both teachers and administrators. This framework emphasizes the expansion of teachers' decision-making skills, not the delineation of jobs. (MT)

Provides two teacher evaluation models for principals. Emphasizes teacher evaluation based on teacher's abilities rather than student achievement. (MD)

Reports on how the evaluation of creative work by faculty members in broadcasting and film is carried out in the 20 institutions rated as having the leading doctoral programs in mass communication. (PD)

Cites national and State statistics indicating that women, who constitute a majority of the public education teaching profession, are not well represented in administrative positions in public education. Suggests the reason is because of sexual discrimination in promotions. Makes recommendations to education policymakers to help eliminate sex…

The plan undermines tenure and collective bargaining. Tenure law already provides for the identification of incompetents while higher certification standards would ensure master teachers. Administraters of merit pay systems discriminate against minorities and women. The proposed evaluation process is not clear. Teachers were excluded from…

Outlines how and why the Burnham Unit Total System was established and why it has survived. The system is one of the key determinants of the career structure of school teachers. (Author/IRT)