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.

published_or_final_version / Business Administration / Master / Master of Business Administration

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The purpose of the study was to investigate contemporary practices for structuring public school administrative salaries in selected school districts, to analyze administrative salaries in selected school districts, to analyze practices reported, and to develop a conceptual model for structuring public school administrative salaries.School districts perceived as being innovative by a panel of experts with a national perspective were selected. Respondent superintendents provided school district salary policy and administrative regulations or procedures with explanations, clarifications, or comments which might facilitate accurate interpretation of the salary structure. Responses were analyzed, structure classifications were identified, and frequency of application of selected classifications were identified for the sample school districts and descriptively presented. A conceptual model was prepared from the aggregated data coupled with findings from the literature review for application to structuring of public school administrative salaries.Seven structure classifications emerged from data analysis: (1) time, (2) base rate, (3) role, (4) education, (5) longevity, (6) performance assessment, and (7) index. Each of the seven classifications were defined as follows: (1) time - contractual commitment, (2) base rate - standard salary amount, (3) role - position held by the administrator, (4) education - minimum formal training necessary to enter administrative positions, (5) longevity - length of service in education, (6) performance assessment - evaluation of administrator achievement, and (7) index - administrative salary schedule based on teacher salary schedule.Five of the seven classifications were utilized to develop the following conceptual model:AS = BR x (EW1 + TW2 + RW3) + (PA x BR)whereAS = Administrative salaryBR = Superintendent annual base salary E = EducationT = Time (length of contract) R = RoleW = Weight of factor (W1 + W2 + W3 = 1.00)PA = Performance assessmentSchool districts could add other factors, but the design of the model dictates factor weights adding to 1.00.

The purpose of the study was to identify variables associated with the level of average principals' salaries in the school divisions of Virginia. Predictions were on the variables found to be associated with average principals' salaries--fiscal capacity, average daily membership, the education level of citizens, per pupil expenditure, and average household income. Data from 133 school divisions for the 1994-95 school year were used in the analysis. Stepwise regression method was employed. Residuals were used to form three groups of school divisions: those divisions paying constantly more than their predicted average adjusted salary (12,600 to 2716); those paying about their predicted average salary (2715 to -2785); and those paying considerably less than predicted (-2786 to -14212). The groups were plotted on a map of Virginia to determine whether clusters of high positive, middle and, high negative residual divisions were evident. The clusters were reviewed to interpret whether contiguous divisions adjusted their salary levels to be competitive with their neighbors. Twenty-four school superintendents or personnel administrators were randomly selected from the clusters and interviewed to help identify the variables school divisions used to set salaries of principals, and how the data in this study might be used. Fifty-nine percent of the variance in average principals' salaries was explained by average daily membership, average education level, per pupil expenditure, and average household income. Except for local fiscal capacity, all variables were found to have a significant relationship (p .01) to average division principals' salaries. Grouping of residuals by size and proximity revealed clusters of division salaries appeared to be adjusted to be competitive with neighboring divisions. The interviews from the superintendents or personnel directors revealed similar results of setting salaries by comparing to neighboring divisions. At all residual levels, salaries in comparing neighboring divisions appeared more often as a theme from the interviews when setting salary schedules for principals. Further results from the interviews revealed, the data might be used to compare average principals' salaries with divisions which are competitive and contiguous. Based on the data, a large number of school divisions did not pay average principals' salaries according to their predicted levels; they appeared to base principals' salaries on other variables, including the desire to stay competitive with contiguous or neighboring divisions. / Ed. D.

The problem of this study was to determine if educationally, politically, and economically viable alternatives to the single salary schedule for teachers exist in the eight largest school districts in Texas. After a review of the literature, a questionnaire was developed designed to obtain views of superintendents, school board members, randomly selected principals, teachers, and PTA members in the eight school districts on these issues: whether a multi-factor teacher salary schedule should be developed; which factors should be included in such a system; what amount of monetary compensation should be awarded for each factor; and if teacher job performance is a factor, what criteria should be used to evaluate teachers and who would conduct the evaluations. Analyses of the data were conducted according to the following demographic variables: school district; position, sex, and ethnicity of the respondents; whether the respondents owned homes in the school districts; and whether the respondents had children enrolled in the district schools. The results were presented for the respondents as a whole and according to the various demographic variables.

The purpose of this study is to present a history of the progress made in advancing the welfare of teachers, to evaluate the trends in teachers' salaries over a period of twenty years, and to show the extent to which teacher retirement and teacher tenure laws have gained momentum in the United States. Recommendations for improvement will be made in cases where deficiencies exist.