One of the trends in modern public schools has been the establishment of some type of orientation program for new teachers. When the yearly increase of the number of new teachers to many systems reached. into the hundreds, the need for an organized plan of teacher induction increased. Some of these formal programs of induction appear to have been planned from projected objectives or needs previously experienced by new teachers. Other program.s of induction apparently evolved without any advanced organized plan. Studies of induction programs made by the Research Division of the National Education Association indicate that formal induction practices have been more efficient and effective than informal induction programs.

This paper is concerned with the professional preparation of teachers and seek to set forth and evaluate the ideas which teachers in the field think would improve the chances of success for the teachers now in training. Obviously, the person to realize the advantages and disadvantages if the preparation which he has had. It is apparent also, that our present system of educating teachers is out of step with present day needs in some respects. A small number of responses were received from the elementary group and therefore the conclusions which will be set forth in this article are predicated very largely upon the answers received from the others. Nevertheless, a high percentage of the suggestions and criticisms which the survey produced may be applied directly to the elementary schools. Evaluation of answers was made somewhat difficult by the fact that in some cases a given answer was not that or an individual but of a committee of teachers. Of course, such a response is really entitled to more consideration, but to know just how much more is something belonging to speculative rather than mathematical thinking. Many replies did not bear directly upon the question. Where replies do not seem to bear directly on the question considered, these will be placed at the end of each group under the heading of "Miscellaneous Replies". The responses from the committees especially, showed that the thinking was clear, concise and well organized. In many cases several answers were grouped under one heading in the compilation. Perhaps there is a need for further grouping under basic fields, but in some cases we do not have the word or words to name the basic field. This is true especially, concerning basic traits for teachers.

The purpose of this study was to give a prospective teacher some insight into evaluation criteria an employer might consider important in assessing personal qualities and professional qualifications. The study problem posed for solution was to determine the viewpoints held by Superintendents or Personnel Director, and Principals, in selected California counties, toward the screening process for selecting beginning high school Physical Education teachers; and, subsequently, to compare the viewpoints of the two respondent groups.

Boards of education throughout the country are cognizant of the shortage of well qualified elementary school teachers. There has been considerable competition among school boards for the limited supply of teachers, so much so that teachers have been tempted to move from place to place, standards of teaching proficiency have been lowered, and little relief of the general shortage has been achieved. When a school system has succeeded in filling all teacher vacancies, too frequently complacency reigns until the beginning of another school year. When the quantitative shortage of teachers is compounded by a recognition of the persistent qualitative shortage, the situation becomes critical, and its solution is a challenge to the best professional and lay minds in the country. Boards of education and public school administrators have a major responsibility, one that they dare not ignore. Their chief business is to employ competent teachers and to create a favorable situation in which these capable teachers can work.

No description available.

The purpose of this study was to identify factors which influenced Virginia Superintendents in Region-Study Group VI between 1978 and 1982 to continue or to vacate the position of superintendent. The population for the study included 29 cases: 19 were classified as continuing superintendents and 10 were classified as non-continuing. The Region of Study included 12 counties and 7 cities. The focus is on the examination of turnover in this geographical region. In carrying out the purpose, the study examined the following research questions: (a) What factors, as perceived by the continuing superintendent, were responsible for or contributed to the decision to continue in the same position? (b) What factors, as perceived by the non-continuing superintendent, were responsible for or contributed to the decision to vacate the position? This descriptive research study used case study methodology to investigate the pertinent factors that influenced the decisions of superintendents in Region-Study Group VI to continue or to vacate their positions of leadership in Virginia School Systems. The study utilized personal confidential interviews as the primary method of data collection. An Interview Guide was developed as the data gathering instrument. Questions were designed to focus on major areas of responsibility of a superintendent. In addition to job competency factors, social, political, personal, community and system demographic factors were examined. A model was designed to check these factors against perceptions of job satisfaction. Data which could be quantified were key-punched for analysis. The chi square test was applied. Factors which appeared to be statistically significant from the chi square analysis of continuing and non-continuing categories included: Community Factors, Social Factors, Job Competencies--Board Relations, Business and Fiscal Management, Curriculum and Instruction, and student Personnel Services. Areas of the interview which could not be easily quantified were reported in narrative form with case specific data. The following case specific information was reported as reasons for staying on the job by the continuing superintendents: (a) positive board relations, (b) community support, (c) challenge and prestige of leadership, (d) personal preference for a particular commit. Case specific information reported by non-continuing superintendents as reasons for changing jobs or termination included: (a) unsatisfactory board relations, (b) health, (c) to avoid community conflict, (d) retirement age, (e) role of change agent, and (f) professional growth--the challenge of a larger school district. / Ed. D.

Ed. D.

The study herein described was made in twenty-four white homes in Waelder, Texas, in which there were household employees. The study was made for the purpose of finding the requirements for household employment in Waelder, Texas.

No description available.

Since one of the most important responsibilities of school administrators is the selection and appointment of teachers, this study was made to attempt to determine what factors most affect teacher selection in Texas and what techniques are employed in making these selections.