AuthorKrompasky, Renate Maria.
Committee ChairNelson, Lawrence O.
MetadataShow full item record
PublisherThe University of Arizona.
RightsCopyright © is held by the author. Digital access to this material is made possible by the University Libraries, University of Arizona. Further transmission, reproduction or presentation (such as public display or performance) of protected items is prohibited except with permission of the author.
AbstractThe purpose of this study was to investigate merit-linked evaluation plans that are in use or have been previously implemented with principals in one specific state. This study was conducted to determine what types of merit pay plans have been utilized throughout one state. Twenty districts were included in this study. Written merit pay plans, questionnaires completed by principals and superintendents, information received from telephone interviews, and personal interviews were all utilized to analyze the plans in view of their components. A review of the components led to a detailed study of the specific features found in the plans and how the features functioned in the plans. The congruency between the plans and the implementation of the plans was also studied. The supervisors' and principals' perceptions of the merit pay plans were analyzed in view of the six rationales for having a merit system. In addition, the perceptions of individuals who were currently on a merit pay plan were compared with individuals who had discontinued their merit pay plans. It was shown that the merit pay plans had a wide variety of components and features. Generally, larger districts tended to have plans that were more quantitative in nature. Smaller districts tended to have qualitative plans that were more informal. In analyzing the data on principals' perceptions, it was discovered that principals had a slightly lower perception of the impact of merit systems than their supervisors. District size did seem to affect the perceptions of the merit pay plan participants. Financial characteristics of a district also affected the perceptions about merit pay plans. In comparing the perceptions of individuals who currently had a plan and those individuals whose plans had been discontinued, significant differences were discovered. Additional findings also emerged. A good working relationship and trust were crucial to a successful merit pay plan. Other findings included the importance of money, structured goal setting, fairness, and direct input into the process. As a result of this study, recommendations were made for districts wanting to implement a merit-linked evaluation plan for their principals.
Degree ProgramEducational Administration and Higher Education