Salary Study Report of the Administrative Committee, San Francisco Unified School District, Curtis E. Warren, Superintendent of Schools. Salary Study Committee, A.J. Cloud, David P. Hardy, O.D. Adams PDF Download
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Author: San Francisco Unified School District
Publisher:
ISBN:
Category : Teachers
Languages : en
Pages : 122
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Book Description
Author: San Francisco Unified School District
Publisher:
ISBN:
Category : Teachers
Languages : en
Pages : 122
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Book Description
Author: Citizens Committee for the Study of Teachers' Salaries, San Francisco
Publisher:
ISBN:
Category : Teachers
Languages : en
Pages : 158
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Book Description
Author: California. State Department of Education. Bureau of Administrative Research and District Organization
Publisher:
ISBN:
Category : School administrators
Languages : en
Pages : 30
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Book Description
Author: California. Bureau of Education Research
Publisher:
ISBN:
Category : Teachers
Languages : en
Pages : 28
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Author:
Publisher:
ISBN:
Category : School administrators
Languages : en
Pages : 52
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Book Description
Author: Florida Education Association. Salary Study Committee
Publisher:
ISBN:
Category : Teachers
Languages : en
Pages : 31
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Book Description
Author: Hanover (N.H.). School Board. Salary Study Committee
Publisher:
ISBN:
Category : Teachers
Languages : en
Pages : 30
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Author: Association of School Business Officials of the United States and Canada. Research Corporation
Publisher: Association of School Business Officials International
ISBN:
Category : Business & Economics
Languages : en
Pages : 28
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Book Description
Each step involved in developing an objective salary schedule for school administrators and supervisors is explained in this booklet. The schedule is based on job analysis (division of each administrative job into its component parts) and job evaluation (assignment of numerical points to indicate the relative importance of each position). The system establishes the relative value or importance of one administrative or supervisory position versus another within the same school district. Completed job evaluations are used to establish salary ranges based on the numerical value of each job. The job evaluation process begins with five steps: (1) write job descriptions or review existing descriptions; (2) select evaluative factors, such as education required, experience necessary, complexity of duties, latitude, and impact of errors; (3) determine different levels of each evaluative factor; (4) develop a numerical point system for each level; and (5) evaluate and assign a point score for each position. Once the system has been developed, each administrative position within the district must be evaluated. Finally, point scores are compared with current salaries by use of a scattergram and a final salary schedule drawn up. Included are a sample evaluation form, a salary scatter diagram, and a salary structure. (Author/JM)
Author: Dayton (Ohio). Council of Social Agencies. Salary Study Committee
Publisher:
ISBN:
Category : Human services
Languages : en
Pages :
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Author: California. Division of School Administration and Finance. Bureau of Administrative Research and District Organization
Publisher:
ISBN:
Category : School superintendents and principals
Languages : en
Pages : 16
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