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Teacher Pay and Teacher Quality

Attracting, Developing, and Retaining the Best Teachers

Attract and retain the highest-quality teachers through competitive compensation programs!

This timely text examines the inextricable link between teacher pay and teacher quality. All existing compensation models are reviewed in order to provide a practical, research-based approach for developing a comprehensive, best-practice teacher compensation system. School administrators can use the synthesis of these 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

Full description


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Product Details
  • Grade Level: PreK-12
  • ISBN: 9781412913218
  • Published By: Corwin
  • Year: 2006
  • Page Count: 200
  • Publication date: April 11, 2006
Price: $39.95
Volume Discounts applied in Shopping Cart

Review Copies

Review copies may be requested by individuals planning to purchase 10 or more copies for a team or considering a book for adoption in a higher ed course. To request a review copy, contact sales@corwin.com.

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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.


Key features

  • Customizable planning guide for schools and districts
  • Hands-on book with ready to implement "how to" tips and visuals
  • School district case-study examples and models

Author(s)

James H. Stronge photo

James H. Stronge
James H. Stronge is the Heritage Professor in the Educational Policy, Planning, and Leadership Area at the College of William and Mary, Williamsburg, Virginia. His research interests include policy and practice related to teacher quality, and teacher and administrator evaluation. He has worked with numerous school districts and other educational organizations to design and implement evaluation systems for teachers, administrators, and support personnel. His work on effective teachers focuses on how to identify effective teachers and how to enhance teacher effectiveness. Dr. Stronge has presented his research at conferences such as American Educational Research Association and Association for Supervision and Curriculum Development, conducted workshops for national and state organizations, and worked with local school districts. He has been a teacher, counselor, and district-level administrator. His doctorate is in the area of educational administration and planning from the University of Alabama.
Christopher R. Gareis photo

Christopher R. Gareis

Christopher R. Gareis, EdD, is Assistant Professor of Educational Leadership at the College of William and Mary in Virginia. He is a former high school and middle school English teacher, as well as a middle school assistant principal and principal. He also directed the teacher preparation program at William and Mary as Associate Dean, and he continues the work of developing a network of partnership schools and clinical faculty in support of preservice teacher preparation and novice teachers. He has worked with school districts, state departments of education, and schools in the areas of teacher compensation, personnel evaluation, strategic planning, facilities planning, teacher preparation, mentoring, and curriculum development. In addition to these areas, his research interests include teacher leadership and principal efficacy.

, is Assistant Professor of Educational Leadership at the College of William and Mary in Virginia. He is a former high school and middle school English teacher, as well as a middle school assistant principal and principal. He also directed the teacher preparation program at William and Mary as Associate Dean, and he continues the work of developing a network of partnership schools and clinical faculty in support of preservice teacher preparation and novice teachers. He has worked with school districts, state departments of education, and schools in the areas of teacher compensation, personnel evaluation, strategic planning, facilities planning, teacher preparation, mentoring, and curriculum development. In addition to these areas, his research interests include teacher leadership and principal efficacy.
Catherine A. Little photo

Catherine A. Little

Table of Contents

Acknowledgments

Preface

About the Authors

1. Attracting, Developing, Retaining – and Paying – Quality Teachers

Examining Motivation: Do Financial Incentives Work in Promoting Teacher Quality?

How We Pay Teachers: A Brief History of Teacher Compensation

Current Issues and Trends in Teacher Compensation

Teacher Pay and Teacher Quality

Concluding Thoughts: Where Do We Go From Here?

2. Teacher Pay and School Purposes: How Do They Relate?

Aligning Teacher Compensation With Organizational Purpose and Direction

Moving Forward: Key Considerations for Developing a Compensation System

Establishing Criteria: Defining and Measuring Quality

Summary: Teacher Compensation in the Big Picture of School Purpose

3. Competitive Salaries and Benefits: How Do We Stack Up?

How Do Principles of Environmental Scanning Apply to Teacher Compensation Systems?

How Can the Competitiveness of Teacher Salaries Be Assessed?

How Can Nonsalary Benefits Contribute to a Competitive Salary Package?

What Role Can Working Conditions Play in a Competing Market?

Summary: Teacher Quality and Competitive Pay

4. Considering Options for Teacher Pay: What Are the Promising Possibilities?

Single-Salary Schedule

Extra Duty/Additional Responsibility Pay

Career Ladder

Knowledge- and Skills-Based Pay

Individual Evaluation Pay

Performance-Based Pay

Creative Compensation: Other Ways of Recognizing Teacher Quality

Summary

5. Building a Model Teacher Compensation System: What Will Work Best for Us?

Assumptions About Compensation Systems

Design Principles: Considerations in Teacher Compensation

Designing a Compensation System Aimed at Quality

A Component-Parts Approach to Teacher Compensation

A Model for Teacher Compensation

A Closer Look at the Components of Compensation

Compensation and Quality

Alternatives to Consider

Concluding Thoughts: Designing a Compensation System

6. From Planning to Implementation: How Do We Make This Change?

Step 1: Develop the Aims and Criteria of the Compensation System

Step 2: Select Compensation Components

Step 3: Plan for Implementation

Step 4: Pilot the Restructured Compensation System

Step 5: Districtwide Implementation and Evaluation

Concluding Thoughts: Teacher Quality and Teacher Pay

Endnotes

References

Index

Reviews

Quote by Randel Beaver, Archer City School District, TX: "The authors have amassed a tremendous amount of information and assembled it into a very readable book that will be an excellent resource."
"The authors have amassed a tremendous amount of information and assembled it into a very readable book that will be an excellent resource."
Randel Beaver
Archer City School District, TX
Quote by Kenneth D. Peterson, Professor, Portland State University: "This is a good and needed book. I would buy it, and recommend it to a wide range of educators."
"This is a good and needed book. I would buy it, and recommend it to a wide range of educators."
Kenneth D. Peterson
Professor, Portland State University
Quote by Teachers College Record, August 2006: "Makes several noteworthy contributions to current deliberations about how teacher compensation systems might promote the recruitment, retention, and ongoing development of a high-quality teacher workforce."
"Makes several noteworthy contributions to current deliberations about how teacher compensation systems might promote the recruitment, retention, and ongoing development of a high-quality teacher workforce."
Teachers College Record, August 2006

Other Titles in: Finance/Funding/Grantwriting | Superintendents & District Administration | Staff Supervision / Evaluation / Retention

Price: $39.95
Volume Discounts applied in Shopping Cart

Review Copies

Review copies may be requested by individuals planning to purchase 10 or more copies for a team or considering a book for adoption in a higher ed course. To request a review copy, contact sales@corwin.com.