The purposes of this study were to identify factors commonly used in teacher merit pay plans, to compare perceptions of administrators and teachers concerning these factors, and to determine the elements that should be used in a teacher merit pay plan. A review of the literature was conducted to identify factors commonly used in teacher merit pay plans. A questionnaire was utilized to gather data pertaining to the perceptions of administrators and teachers concerning these factors.

Federal, state, and local government agencies are promoting merit pay systems that are tied to student achievement. The main problem facing governments, school districts, and educators is that money is hard to come by in the current market and choosing where to spend merit pay monies to receive a maximum rate of return on the investment realized in increased student achievement is difficult to determine. This study did explore the student achievement results of third, fourth, and fifth grade state certified, graduate degreed, and National Board Certified teachers in Brevard and Seminole County Public Schools as compared to those of other teachers within and across these schools. The goal of this study was to determine the effectiveness of state certified, graduate degreed, and National Board Certified teachers. For this study teacher effectiveness was defined by their students' Lexile Framework for Reading scores from the 2008-2009 school year. The hypothesis is that the Lexile Framework for Reading data demonstrated that there was a statistically significant difference between the learning gains of the students between groups. Overall, the findings indicate that there was a statistically significant difference between the learning gains of the students between groups; however, that change could not be attributed to the factor of teacher category. Specific teacher education levels or certifications did not make any difference in the learning gains as measured by the Scholastic Reading Inventory (SRI), among 3rd, 4th, or 5th grade students in Brevard or Seminole County Public Schools.

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With the increasing speed of the microprocessor and its rapidly increasing demand for power, determining how to power the microprocessors for our computers becomes an important issue. So far, industry has been struggling to operate the VR/VRM at higher and higher switching frequencies while maintaining acceptable power conversion efficiency. As a consequence, the power switches used in the VR/VRM must be able to work efficiently at a higher switching frequency and with a higher current density. To evaluate the performance of the MOSFET for this low-output-voltage, high-current and high-switching-frequency application, a prevalent criterion, the Figure-of-Merit (FOM), is being widely adopted for determining the top switch of the buck converter in the VR/VRM. By comparing the FOMs of different devices, the device with the lowest FOM value should have the best performance and lead to the lowest loss for this device in the circuit. Qgd*Rdson is a widely accepted and widely used FOM for power devices. Due to the lack of accuracy of the power loss model, this FOM is no longer suitable for VRM applications. Furthermore, the question of how to use this FOM to select the right device for different application is another important issue. This work presents an investigation of a new Figure-of-Merit based on a more accurate loss model, which includes the factor of Qgs2, the gate-driving voltage and the packaging parasitics. Furthermore, a simple method is proposed to select the right device and gate-driving voltage for different circuit conditions. A new simple and accurate closeform model for device loss with packing parasitics is derived. This model can provide more physical information for each of the device parameters. The loss influence of the different packaging method is analyzed and discussed at the end of the work. / Master of Science

Li, Ho Ming. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 16-18). / Abstracts in English and Chinese. / Chapter 1 --- Introduction --- p.1 / Chapter 1.1 --- Related literature --- p.1 / Chapter 1.2 --- Background --- p.3 / Chapter 2 --- The model --- p.4 / Chapter 2.1 --- Set up --- p.4 / Chapter 2.2 --- The rationale for performance pay --- p.6 / Chapter 2.3 --- Performance pay with private tutoring --- p.7 / Chapter 2.4 --- Good teacher is not less susceptible --- p.8 / Chapter 2.5 --- Effect of the decreasing tutoring fee --- p.9 / Chapter 3 --- Conclusion --- p.10 / Chapter 4 --- References --- p.12 / Chapter 5 --- Appendix --- p.18 / Chapter 5.1 --- Tables showing bonus schemes across states --- p.18 / Chapter 5.2 --- Derivation for Proposition 1 --- p.18 / Chapter 5.3 --- Numerical example for Proposition 1 --- p.18 / Chapter 5.4 --- Derivation for Proposition 3 --- p.19 / Chapter 5.5 --- Numerical example for Proposition 3 --- p.19

Indiana University-Purdue University Indianapolis (IUPUI) / Organizations continuously look to improve the implementation and ultimate success of organizational change. One way to facilitate organizational change is to effectively manage employee reactions to that change. Previous research has examined the use of a due process approach, specifically in relation to the performance appraisal systems. Past results have indicated that meeting the due process criteria for adequate notice, fair hearing and judgment based on evidence positively influences employee perceptions of the performance appraisal system, organizational justice, and other key variables. The current study expands on these findings by applying the due process approach to the implementation of a merit pay system. With the main goals of a merit pay system being to retain and motivate employees, successful implementation is key. The current study measured perceptions of due process over three measurement periods during the implementation of a new merit pay system. Results demonstrated that the due process components are meaningful in the implementation of a merit pay system. Perceptions of due process predicted system satisfaction and organizational justice perceptions both within and across measurement time periods.

by Chan Chung-Fat. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 79-81). / TABLE OF CONTENTS --- p.iii / PREFACE --- p.v / EXECUTIVE SUMMARY --- p.1 / Chapter / Chapter I. --- INTRODUCTION --- p.3 / Pay Management as a tool to attain competitive advantage --- p.4 / Objective --- p.5 / Methodology --- p.5 / Chapter II. --- PAY MANAGEMENT AS A COMPETITIVE TOOL --- p.7 / Does Pay matter ？ --- p.8 / Staffing --- p.11 / Performance Management --- p.12 / Employee Development --- p.13 / Organizational Development --- p.14 / Summary --- p.15 / Chapter III. --- PAY MANAGEMENT - BEST PRACTICES --- p.17 / Simplicity and Openness --- p.19 / Consistency --- p.20 / Process Standardization --- p.22 / Ownership of Pay Management Process --- p.23 / Control --- p.24 / Pay for Performance and Competency --- p.26 / Pay for Contribution and Variable Pay --- p.27 / Incorporating Performance Management as part of Corporate Culture --- p.30 / Measurement --- p.33 / Link to Employee Development --- p.35 / Adaptability --- p.36 / Outsourcing and Strategic Center --- p.38 / Summary --- p.39 / Chapter IV. --- PAY MANAGEMENT SYSTEM IN HK COMPANIES --- p.40 / Modern Terminals Limited --- p.41 / Dah Sing Bank Financial Group --- p.46 / The Royal Hong Kong Jockey Club --- p.48 / Kowloon-Canton Railway Corporation --- p.51 / Dow --- p.53 / Intel --- p.56 / Marks & Spencer --- p.58 / Chapter V. --- CONCLUSION --- p.61 / Corporate Vision and Mission --- p.62 / Corporate Culture --- p.64 / Organizational Structure and Company Size --- p.66 / HR Leadership and Vision --- p.67 / Employee Profile --- p.68 / Information Technology --- p.69 / Business Environment --- p.69 / Summary --- p.71 / APPENDIX --- p.72 / BIBLIOGRAPHY --- p.79