Teacher quality can be improved through teacher evaluation, intervention programs, incentives or rewards, and counseling. In the Toledo, Ohio, peer evaluation program, evaluation and staff development go hand in hand. The program was developed through a collaborative and cooperative process and uses teacher consultants to evaluate and supervise new teachers and veteran teachers experiencing difficulties. Other schools use inservice systems to develop and improve teaching skills. Some teaching institutions are beginning to offer warranties with their teacher graduates. Superior and excellent teachers have been rewarded through career ladders, pay bonuses, and merit pay programs. A merit pay program in Evanston, Illinois has worked because it was developed collaboratively with the local teachers association and because its evaluation committees have a teacher majority. When evaluation leads to a judgment of incompetence and the teacher does not improve, the obvious decision to dismiss can be difficult, costly, and time-consuming. Administrators need to know proper documentation procedures and have good counseling skills. Some schools have developed employee assistance programs for teachers with personal problems, and some provide career relocation assistance in lieu of dismissal. School boards need to develop a comprehensive program to achieve teacher performance improvement and address the problems of incompetent teachers. (MD)