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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).
"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.