How to Develop Salary Schedules which Reflect School District Priorities and Objectives PDF Download
Are you looking for read ebook online? Search for your book and save it on your Kindle device, PC, phones or tablets. Download How to Develop Salary Schedules which Reflect School District Priorities and Objectives PDF full book. Access full book title How to Develop Salary Schedules which Reflect School District Priorities and Objectives by James E. Bruno. Download full books in PDF and EPUB format.
Author: James E. Bruno
Publisher:
ISBN:
Category : School principals
Languages : en
Pages : 106
Get Book Here
Book Description
Author: James E. Bruno
Publisher:
ISBN:
Category : School principals
Languages : en
Pages : 106
Get Book Here
Book Description
Author: United States. Congress. House. Education and Labor
Publisher:
ISBN:
Category :
Languages : en
Pages : 716
Get Book Here
Book Description
Author: United States. Congress. House. Committee on Education and Labor. Select Subcommittee on Education
Publisher:
ISBN:
Category : Educational law and legislation
Languages : en
Pages : 712
Get Book Here
Book Description
Author: James E. Bruno
Publisher:
ISBN:
Category : School administrators
Languages : en
Pages : 358
Get Book Here
Book Description
How much should a person with a given set of qualifications be paid so that his salary is consistent with other salaries in an organization. The purpose of this document is to explore the possible utilization of linear programming techniques for answering the above question in job-salary evaluation. Specifically, a linear programming model is used to analyze a hierarchical salary structure in a school district. The model is used to determine the relative importance of each of the compensable elements of each function (position) in a school district. In addition, monetary equivalents to these elements are derived from the model in order to develop a consistent scale of compensation within a school district. The proposed type of job-salary evaluation scheme might have wide application in the Air Force as well as civilian sector, since it could be of important use in determining discrepancies or in determining those positions in the Air Force which seem 'out of line' in terms of salary or grade classification. The development of utility objective functions, so factors of a job which are considered crucial, receive higher relative weights would tend to increase the flexibility of the salary schedule in responding to the changing needs and demands of the organization. (Author).
Author: United States. Congress. House. Committee on Education
Publisher:
ISBN:
Category :
Languages : en
Pages : 1554
Get Book Here
Book Description
Author: Library of Congress. Copyright Office
Publisher: Copyright Office, Library of Congress
ISBN:
Category : Copyright
Languages : en
Pages : 1510
Get Book Here
Book Description
Author: United States. Congress. House. Committee on Education and Labor
Publisher:
ISBN:
Category : Educational law and legislation
Languages : en
Pages : 1708
Get Book Here
Book Description
Author: United States. Congress. House. Committee on Education and Labor
Publisher:
ISBN:
Category : Educational law and legislation
Languages : en
Pages : 2294
Get Book Here
Book Description
Author: Jay G. Chambers
Publisher:
ISBN:
Category : Education
Languages : en
Pages : 160
Get Book Here
Book Description
This report presents information regarding the patterns of variation in the salaries paid to public and private school teachers in relation to various personal and job characteristics. Specifically, the analysis examines the relationship between compensation and variables such as public/private schools, gender, race/ethnic background, school level and type, teacher qualifications, and different work environments. The economic conceptual framework of hedonic wage theory, which illuminates the trade-offs between monetary rewards and the various sets of characteristics of employees and jobs, was used to analyze The Schools and Staffing Survey (SASS) database. The national survey was administered by the National Center for Education Statistics during the 1987-88, 1990-91, and 1993-94 school years. Findings indicate that on average, public school teachers earned between about 25 to 119 percent higher salaries than did private school teachers, depending on the private subsector. Between about 2 and 50 percent of the public-private difference could be accounted for by differences in teacher characteristics, depending on the private subsector. White and Hispanic male public school teachers earned higher salaries than their female counterparts. Hedonic wage theory would predict that teacher salaries would be higher in schools with more challenging, more difficult, and less desirable work environments. Schools with higher levels of student violence, lower levels of administrative support, and large class sizes paid higher salaries to compensate teachers for the additional burdens. However, some of the findings contradict the hypothesis. For example, public school teachers working in schools characterized by fewer family problems, higher levels of teacher influence on policy, and higher job satisfaction also received higher salaries. In conclusion, the results are consistent with the hypothesis that a complex array of factors underlie the processes of teacher supply and demand and hence the determination of salaries. Teachers are not all the same, but are differentiated by their attributes. At the same time, districts and schools are differentiated by virtue of the work environment they offer. Seventeen tables and two figures are included. Appendices contain technical notes, descriptive statistics and parameter estimates for variables, and standard errors for selected tables. (Contains 84 references.) (LMI)
Author: James H. Stronge
Publisher: Corwin Press
ISBN: 1506389422
Category : Education
Languages : en
Pages : 201
Get Book Here
Book Description
"This is a good and needed book. I would buy it, and recommend it to a wide range of educators." -Kenneth D. Peterson, Author Professor, Portland State University "The authors have amassed a tremendous amount of information and assembled it into a very readable book that is an excellent resource." -Randel Beaver, Superintendent, Archer City School District, TX Attract and retain the highest-quality teachers through competitive compensation programs! While many working in the teaching profession cite intangible rewards as reasons for staying in the profession, concrete rewards such as salary, benefits, and working conditions are inextricably linked to attracting, developing, and retaining highly-qualified teachers. This timely text examines the fundamental link between teacher pay and teacher quality as well as the extent to which compensation can be aligned with student achievement. A range of existing compensation models are reviewed in order to provide a balanced, practical, research-based approach for developing a comprehensive, best-practice teacher compensation system. School administrators can use these synthesized, innovative findings to Determine the most practical compensation model for achieving their school′s objectives Examine different pay options used across the country Connect their school′s compensation program to organizational goals Discover how to attract and retain high-quality teachers Advance student achievement and improve teacher retention by developing a deeper understanding of the connection between teacher pay and teacher quality.
