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The school management's ability to attract and retain teachers to improve quality of teaching in English and mathematics in high school is debated. The opportunities for women in teaching field is discussed.

Abstract This article describes a staff development model that was created as part of the process of establishing an experimental school. The model is directed specifically at educators working within […]

The process for the recruitment of school teachers should be reliable, efficient and valid, and must conform to the federal, state and local rules. The selection system must identify the qualities most suited for the classroom and screen candidates for these qualities.Elimination of unproductive paperwork will enhance the confidence of the best candidates in the school system. Providing prompt and correct information to the candidates is vital. The five stages in hiring teachers are discussed.

Teachers found guilty of misusing sick or personal leave policies are liable to face disciplinary action in the form of suspension or, in some cases, even termination of their tenures. The degree of punishment for alleged professional misconduct, however, depends on particular case scenarios, legal framework of state statutes and collective bargaining rights obtained by teachers' unions.

The appearance of candidates for administrative posts and their display of communication skills plays an important part in their recruitment in educational institutions. Guidelines for selection include asking for an introduction, if no introductions have been made, making use of verbal and non-verbal communication and collecting information about the school in which they apply.

This article presents a procedure for analyzing relationships involving distributions that is more informative about causal and other relationships than are analyses based on summary measures. First, the authors fitted a regression model to schools that participated in the 1980 High School and Beyond survey and found that the median test scores were affected negatively by the ratio of administrators to teachers and positively by two forms of specialization (personnel and facilities) and two dimensions of time devoted to schoolwork (in-class or via homework). These four variables affect verbal and math scores in different ways. However, arguing that the school-level test score distribution is more informative than are central tendencies, the authors illustrate a procedure called log-ratio analysis, which permits the analyst to assign hypothetical values to one or more independent variables and to observe resulting changes in the distribution of a dependent variable, as well as trade-offs between different parts of a distribution.

The problems faced by beginning teachers in the classroom and with colleagues are discussed, and suggestions on how administrators can solve these problems are made. Principals should be supportive of new teachers and try to create a relationship based on mutual trust and respect. The allotment of mentors should be done carefully, taking into account the mentor's willingness to participate. Administrators should also create opportunities to foster staff interaction in the school.

Teachers view an increase in preparation time as an answer to the intensification of their work caused by increased pressures and responsibilities. A study of 12 principals and 28 elementary school teachers found that teachers with preparation time felt the quality of their work improved and stress was reduced. There are disadvantages to longer preparation hours, however. They can draw teachers away from classrooms, separate them from their colleagues and present problems regarding cover arrangements.

The updated 'Professional Standards for Teaching Mathematics' of the National Council of Teachers of Mathematics has pressured many of its members. This can be attributed to collegial and professional isolation, fear of failure or radical change, and lack of support, time or confidence. A faculty environment of constant updates and sharing of opinions is encouraged. This can be achieved by having more outlets, such as department meetings, course committees, classroom visits, videotaping of classes, common exams and readings, discussions, department seminars and even social activities.

Several factors can affect and define the working relationship between academic department heads and faculty members. Faculty perception of trustworthiness in chairpersons can move the relationship towards positive goals. Conversely, detachment and selfishness in department leaders can adversely affect the relationship. Other affective factors, either positive or negative, are performance evaluations, recognition, support, professional interference, social interaction and communication.

5TH ANNUAL PRIVATIZATION/CONTRACT SERVICES SURVEY School districts have reversed a trend this year by increasing their use of privatized noneducational services, while colleges and universities continue to embrace the practice, [...]

In place of their old appraisal systems, schools are beginning to experiment with observations and mentoring for beginning teachers, and long-term professional development projects for experienced teachers. You've worked with [...]

School systems need to identify factors that might be hindering teachers' professional growth. Mr. Duke suggests that these systems start by looking at their policies on teacher evaluation. A PROFESSION [...]

Specific characteristics have been identified which are associated with job satisfaction and career change among teachers. To assure that the education profession has experienced, dedicated faculty, extensive effort should be directed toward identifying and teachers who are likely to leave the profession and working to retain them., Teachers and their career stability have been under close public scrutiny for several years. Evidence suggests that teacher dissatisfaction has continued to increase since the 1970's (Frase & Sorenson, 1992; [...]

Parent volunteer programs should be encouraged in schools, and modified to suit individual needs and personalities. Different duties should be allotted to the different types of volunteers, and suitable rewards should be given to each type to motivate them.

Suggestions are presented on what can be done to recruit top-quality teachers to serve in high-poverty schools.

'Mission Possible', an initiative by the North Carolina school district, solved the problem that schools were facing due to a high teacher turnover. It has found out the problem and subsequently recruited highly qualified teachers.