While many U.S. corporate employers take their employees' education seriously and offer tuition benefit programs, few employees use them, presumably because of lack of interest among older workers, poor employee self-image, lack of time or funds for related costs, red tape, and lack of counseling. (MSE)

Compares salaries and fringe benefits of school business officials with salaries paid other administrators and classroom teachers. Data were drawn from a stratified sample of school systems that varied by size, region, and per pupil expenditure. (MLF)

This document consists of the two 2000 issues of a semiannual newsletter that provides current information and research on leadership and administrative issues in early childhood education. The Fall 2000 issue discusses the use of research to promote sound policy and practice in early care and education, focusing on the implications of research in…

Noting that wages for child care workers are among the lowest in the U.S. labor force and that generally caregivers are offered few employee benefits, this paper summarizes proposals and programs in the 50 states and the District of Columbia to raise child care worker compensation. The paper classifies state-level initiatives into two categories:…

An important first step toward more effectively addressing the complexities of child care as a service for families and as an employment setting for workers in California is to develop a detailed picture of the child care workforce. On this premise, a study examined licensed family child care provider demographics, professional preparation, length…

The involuntary release of about 100 tenured faculty at Michigan State University in 1981 was avoided through implementation of a plan of financial incentives for early faculty retirement. The plan is explained from the viewpoint of its author, with colleague comments included. (MSE)

Corporations are beginning to invest in employee fitness and health programs. Employee fitness programs result in greater morale and improved quality and quantity of work, decreased absenteeism, decreased employee turnover, and increased efficiency. (JN)

AAUP's position is that the purpose of an institution's retirement plan for faculty members and administrators and its plan for their insurance benefits should be to help educators and their families withstand the financial effects of illness, old age, and death and to increase the educational effectiveness of the college and university. (MLW)

The use of part-time, adjunct faculty by many colleges as a money-saving device is reviewed. Implications for both personnel and institutions are illustrated by example and by National Center for Educational Statistics (NCES) statistics. (JMF)

Hispanics can enhance their professional career by finding jobs with corporations that offer to pay for graduate tuition. This opportunity has positively influenced the careers of many Hispanics and has proven advantageous for corporations as well by increasing the knowledge and skills of their employees. (LP)

A survey of 73 Indiana staff members in early intervention found that staff members were more likely to receive professional benefits such as inservice training than personal benefits such as medical insurance. Levels of job satisfaction and job commitment were relatively high. Salary emerged as a primary source of concern, along with promotion…

Discusses the important age discrimination issues decided by the Supreme Court in "Public Employees Retirement System of Ohio v. Betts." Frames some of the issues expected to be hard fought in post-Betts litigation. Summarizes how pending legislative initiatives would deal with the question of benefits discrimination against older…

On college campuses nationwide, faculty, alumni, parents, students, and others argue that parking is too expensive, inadequate, inconvenient, or allocated unfairly. Policies may be strict, and abuse of regulations is common. (MSE)

Discusses the role of technology coordinator in school districts. Topics include setting compatible goals; personal perspectives that reflect a vision and a leadership persona; staffing needs, including student help; developing and conducting professional-development programs; technology integration into the curriculum; district-wide planning; and…

An informal survey of state superintendent associations and lawyers representing superintendents reveals little change in top executives' contracts over the past decade. Mandatory evaluations and renewable (non-"evergreen") contracts are becoming common; pay-for-performance measures are emerging, yet limited. Contractual and job-leaving…