Recipients of E.D. Pay-Incentive Grants for Teachers

March 14, 1984 21 min read

Following is a list of the 51 planning grants awarded by the U.S. Education Department to school districts, state education agencies, and other education institutions to help them develop incentive-pay structures. The grants were made under the Secretary of Education’s discretionary fund.


Mobile County Public Schools$20,000

Mobile, Ala.

PURPOSE: To develop a differentiated staffing plan to provide career-mobility strategies in elementary and secondary schools in the Mobile public schools and, potentially, throughout the state; to increase the attractiveness of teaching as a career; to build on the master-teacher format; to incorporate advanced techniques presently associated with higher education; and to establish career ladders.

SCHOOLS: Schools in district. Private schools also invited to participate.

PROJECT DIRECTOR: Abe L. Hammons, superintendent, Mobile County Public Schools.


Globe Unified School District$20,000

Globe, Ariz.

PURPOSE: To establish career ladders for teachers, to define and make operational the term “master teacher,” and to identify suitable activities through which master teachers would be eligible for extra remuneration.

SCHOOLS: Globe Unified School District.

PROJECT DIRECTOR: Robert D. Pollard, assistant superintendent of instructional services.


Boston Mountains Educational Cooperative$20,000

Prarie Grove, Ark.

PURPOSE: To develop a teacher-incentive structure to improve the quality of elementary- and secondary-level teaching through the cooperative efforts of appropriate interested groups in a consortium of eight rural school districts.

SCHOOLS: Eight school districts in Washington and Madison counties--Elkins, Farmington, Greenland, Kingston, Prairie Grove, St. Paul, West Fork, Winslow--and the University of Arkansas’ college of education.

PROJECT DIRECTOR: Jeanne Leffler, Director of the bmec Career Awareness Program.


California State Department of Education$19,682

Sacramento, Calif.

PURPOSE: To develop models for an incentive program targeted at teachers serving special-needs populations, such as limited English proficiency, severely handicapped, educationally deprived, and others. The plan will be disseminated statewide in the form of a handbook and resource guide for implementation.

SCHOOLS: None listed.

PROJECT DIRECTOR: Karl E. Murray, administrator, personnel development unit, California State Department of Education.

Ocean View High School District$20,000

Huntington Beach, Calif.

PURPOSE: To define the concept of the mentor teacher, strategies to reward teaching excellence, and methods for sharing this excellence with other teachers. Funding would be directed to teacher release time, so that teachers could meet to determine what/who is a mentor teacher.

SCHOOLS: Ocean View School District and the University of California at Irvine.

PROJECT DIRECTOR: Joe Condon, assistant superintendent for personnel.


Connecticut State Department of Education$20,000

Hartford, Conn.

PURPOSE: State planning project to identify and reward exemplary teaching by training local teachers and administrators to develop plans to identify and reward exemplary teaching.

SCHOOLS: Schools in 10 selected districts.

PROJECT DIRECTOR: Marjorie Bradley, staff development director, Connecticut State Department of Education.


Delaware State Board of Education$19,085

Dover, Del.

PURPOSE: To provide the core around which a statewide effort for teacher incentives can be developed and adopted by local school boards.

SCHOOLS: All Delaware school districts will be invited to participate.

PROJECT DIRECTORS: William B. Keene, Delaware state superintendent of schools, and Frank B. Murray, dean, college of education, University of Delaware.


Florida Institute of Education$19,817

Jacksonville, Fla.

PURPOSE: To develop a transferable teacher-incentive structure plan that can be emulated throughout the State of Florida to improve the quality of elementary- and secondary-level teaching. Plan will parallel development of a master-teaching structure mandated and funded by the state.

SCHOOLS: Gadsden County School District.

PROJECT DIRECTORS: Andrew A. Robinson, director, Florida Institute of Education, and Altha Manning, coordinator, Gadsden Demonstration Models Program.


Gwinnett County Public Schools$20,000

Lawrenceville, Ga.

PURPOSE: To plan a performance-based career ladder for teachers in the Gwinnett County school system, a metropolitan school system. The plan will be designed to improve the quality of elementary and secondary teaching by providing incentives for highly qualified individuals to enter, advance, and be retained in the teaching profession.

SCHOOLS: Gwinnett County Schools.

PROJECT DIRECTOR: Vic Verdi, assistant superintendent for personnel services.

The University of Georgia$19,848

Athens, Ga.

PURPOSE: The university and the Clarke County school system will develop an innovative teacher-incentive program for mathematics and science teachers at the elementary-, middle-, and secondary-school levels to be known as the Georgia Teacher Fellow Program in Science and Mathematics. It will consist of criteria for academic preparation of fellows, three academic ranks, an appointment and promotion system, a visiting scholar program, and a salary schedule that is commensurate with academic rank and compatible with the Georgia teacher-salary schedule.

SCHOOLS: Clarke County School District.

PROJECT DIRECTORS: Policy committee: John W. Shrum, director, Academic Excellence plus (located in the college of education); executive committee--Leslie P. Steffe, professor of mathematics education; evaluation committee--William McKillip, chairman of the department of elementary education at the university.


University of Idaho$40,485

Moscow, Idaho

PURPOSE: To assist school districts in developing a comprehensive teacher-incentive plan, including long-term employment, systems of teacher evaluation and promotion, career planning, participatory decisionmaking, and enhancing the professional work environment for teachers.

SCHOOLS: Selected school districts in the states of Idaho and Washington. These include Boise, Idaho; Yakima, Wash.; Spokane, Wash.; University of Idaho; Washington State University; and the Northwest Regional Educational Laboratory.

PROJECT DIRECTOR: Everett V. Samuelson, distinguished professor of educational administration, University of Idaho.


Illinois State University$13,085

Normal, Ill.

PURPOSE: To develop a master-teacher structure to improve elementary and secondary education in Bloomington School District #87; arrive at a final model with a career ladder; establish teacher-performance and evaluation standards; develop a plan of staff development; and disseminate findings.

SCHOOLS: Bloomington School District #87 and the college of education, Illinois State University.

PROJECT DIRECTORS: Les Brown, professor of education, Illinois State University, and Richard Darnall, director of personnel, Bloomington Schools.


Evansville-Vanderburgh School


Evansville, Ind.

PURPOSE: To improve the quality of elementary and secondary teaching by improving teacher training, development, and incentive structures.

SCHOOLS: The Evans-Vanderburgh School Corporation consists of 30 elementary, five secondary, and two special schools.

PROJECT DIRECTOR: Melvin L. Wambach, deputy superintendent in charge of instructional services.

Hammond City Schools$20,000

Hammond, Ind.

PURPOSE: Hammond schools will collaborate with business and institutions of higher education to develop a master-teacher concept and comprehensive teacher-incentive program.

SCHOOLS: Hammond City Schools.

PROJECT DIRECTOR: William Preston, assistant superintendent, curriculum and instruction, Hammond Public Schools.

Indiana University Foundation$19,961

Bloomington, Ind.

PURPOSE: To develop a career-ladder system based on state-of-the-art evaluation criteria and compatible with State of Indiana proposed legislation and existing teacher contracts. To accomplish this task, project Career Opportunities for Superior Teachers (cost) will design and test a career-ladder system appropriate for use in a small, rural school system located in southeastern Indiana.

SCHOOLS: Nineteen K-12 systems that participate in the Southeastern Indiana School Study Council.

PROJECT DIRECTORS: Gerald R. Smith, full professor, chairman of curriculum doctoral program, and James D. Walden, professor, department of curriculum and instruction.


Kansas State Department of Education$20,000

Topeka, Kan.

PURPOSE: To identify and gain consensus on teacher performance standards and evaluation methods and to frame policy options relative to teacher-incentive structures, including (1) career-ladder structures, such as the master-teacher plan, (2) merit-pay plans, and (3) nonsalary forms of recognition.

SCHOOLS: None specified.

PROJECT DIRECTORS: Kathleen Homlish, director of certification and teacher education, Kansas Department of Education, and Terry Astuto, assistant professor, department of administration and foundations, college of education, Kansas State University.


Murray State University and Graves County Schools$19,950

Graves County, Ky.

PURPOSE: To jointly plan a career-ladder program for elementary- and secondary-school personnel that is research based, professionaly defensible, broadly acceptable, and financially sound. Representatives from teaching, administration, business and industry, government, and relevant professional organizations will be involved in the planning process.

SCHOOLS: A consolidated county high school and rural elementary feeder schools.

PROJECT DIRECTOR: Hugh A. Noffsinger, professor of school administration.


Maine Department of Educational and Cultural Services$20,000

Augusta, Me.

PURPOSE: To define models of master-teacher plans, tailored to local needs and to requirements of new legislation; to test a model for collaborative planning; and to develop a technical-assistance plan for the implementation of the local master-teacher plans.

SCHOOLS: Six service areas in the state.

PROJECT DIRECTOR: Daryl Hahn, director, Information Exchange, Maine Department of Educational and Cultural Services.


Bridgewater State College$19,656

Bridgewater, Mass.

PURPOSE: The Burnell School is a model public elementary school and has both a master-teacher program and a strong career-incentive program in place. The purpose of this grant is to plan and refine its existing programs, assess their impact on the quality of teaching at the elementary-school level and disseminate information by on-site visits and involvement with other school systems in Massachusetts and nationwide.

SCHOOLS: Burnell Public School and Bridgewater State College.

PROJECT DIRECTOR: Stephen Traw, associate academic dean, Bridgewater State College.

Lowell Public Schools$19,556

Lowell, Mass.

PURPOSE: To explore opportunities and incentives--including master-teacher structures for enhanced roles for teachers and a detailed plan for implementation.

SCHOOLS: Lowell Public Schools.

PROJECT DIRECTOR: Helen Flanagan, assistant superintendent and director of federal programs, Lowell Public Schools.

The Network Inc.$19,521

Andover, Mass.

PURPOSE: A plan to identify teachers who have demonstrated subject-area mastery to serve as resources for other teachers; to help promote professional growth; to facilitate the involvement and training of additional staff members; and to provide the stature and additional compensation deserved by pilot teachers. The pilot teacher will be an educational guide who will help steer other teachers to successful educational experiences.

SCHOOLS: Concord Public School System and 12 Massachusetts school districts.

PROJECT DIRECTOR: Denise Blumenthal, co-director, Massachusetts Facilitator Project.


Genesee Intermediate School District$14,615

Flint, Mich.

PURPOSE: To develop a workable plan for a countywide model teacher-incentive program.

SCHOOLS: Twenty-one local school districts as well as nonpublic schools.

PROJECT DIRECTORS: Rachael E. Moreno, associate superintendent for education and learning, and Alva E. Mallory, director of instructional services, both of the Genessee Intermediate School District.


Mississippi State Department of Education$30,000

Jackson, Miss.

PURPOSE: To develop a teacher-incentive-structure program with four optional plans that will improve the quality of elementary and secondary education in Mississippi by influencing teacher recruitment and teacher-personnel systems, which will make the teaching profession more attractive to a wider range of talented individuals. It will be mandatory that each plan include a master-teacher structure, well-specified teacher-performance standards, teacher-evaluation system, and a career ladder for teachers.

SCHOOLS: Four school districts that vary in population size, racial and ethnic compositions, economic base, state classification, and other demographic characteristics, as well as geographic location, will participate.

PROJECT DIRECTOR: N. F. Smith, assistant state superintendent of education.


Research and Educational Planning Center$19,710

University of Nevada, Reno

College of Education

Rural School District Alliance

Nevada State Department of Education

Reno, Nev.

PURPOSE: To develop a comprehensive plan for teacher-incentive systems in 15 remote rural school districts; to plan a system of differential pay that is based on merit; and to plan a system of vertical and horizontal career options within which teachers can progress to increasingly challenging and rewarding roles.

SCHOOLS: Fifteen of Nevada’s 17 school districts and the University of Nevada at Reno’s college of education.

PROJECT DIRECTOR: Larry Davis, director of technical assistance, Research and Education Planning Center, University of Nevada at Reno.


Newark School District$18,430

Newark, N.J.

PURPOSE: The district will develop a plan for a master-teacher program based on incentive and peer review procedures with input from all interested parties.

SCHOOLS: Newark Teacher Center is the base of operation.

PROJECT DIRECTORS: James Lerman, director, Newark Teacher Center, and Dr. John Duggan, supervisory monitor, program development, staff, and planning.


Taos Municipal Schools$23,195

Taos, N.M.

PURPOSE: Design a structure for instructional-staff advancement to provide career ladder and provide opportunities for advancement.

SCHOOLS: Local elementary and high schools.

PROJECT DIRECTOR: Corraine S. Salazar, director of federal programs.


Public Education Association$19,730

New York City, N.Y.

PURPOSE: To develop a five-year model plan for strategies, staff development, and a career ladder in the context of school renewal in a minority community.

SCHOOLS: Community School District #4 East Harlem and Hunter College.

PROJECT DIRECTOR: Eileen Foley, director of education studies, Public Education Association.

Shield Institute for Mentally Retarded and Developmentally Disabled$19,750

New York City, N.Y.

PURPOSE: To explore a variety of techniques to attract and maintain special-education teachers, such as traineeship awards, pay, and nonpay incentives, merit-pay systems, and career-ladder development.

SCHOOLS: Shield Institute.

PROJECT DIRECTOR: Marvin H. Hunter, executive director.

South Westchester Board of Cooperative Educational Services$19,000

Port Chester, N.Y.

PURPOSE: An educational-consortium approach to the development of a master-teacher structure linked to career incentives designed to improve the quality of instruction.

SCHOOLS: Four school districts (Rye City, Greenburgh, Hastings on Hudson, Dobbs Ferry), with non-public school representatives serving on the advisory council of the consortium.

PROJECT DIRECTOR: Judith Johnson, director of instructional services, South Westchester Board of Cooperative Educational Services.


Edenton-Chowan Board of Education$19,190

Edenton, N.C.

PURPOSE: To design a five-tier career ladder for teachers that is based on performance standards.

SCHOOLS: Local school involvement.

PROJECT DIRECTOR: John B. Dunn, superintendent of schools.

Haywood County Consolidated Schools$15,890

Waynesville, N.C.

PURPOSE: To develop a teacher-incentive plan designed to improve the quality of elementary and secondary education. Of equal importance will be the creation of nonsalary forms of recognition for teacher contributions to the improvement of the overall instructional program.

SCHOOLS: Haywood County school system.



Bowling Green State University$19,948

Bowling Green, Ohio

PURPOSE: To develop plans for teacher-incentive structures and career development that improve the quality of elementary and secondary teaching in three selected rural school districts in northwest Ohio.

SCHOOLS: Elmwood Local School District, North Baltimore Local School District, Benton Carroll Salem Local School District.

PROJECT DIRECTOR: Bill Reynolds, professor of education, Bowling Green State University.

University of Toledo$19,842

Toledo, Ohio

PURPOSE: To improve education quality in Maumee City Schools; to develop teacher-incentive structures, including a master-teacher model; to improve the quality of elementary and secondary education; to make teacher recruitment and the teaching profession more attractive; and to enhance the image of the schools.

SCHOOLS: Maumee City Schools and two Toledo Diocesan schools, St. Joseph’s Elementary School and St. Patrick’s Elementary School.

PROJECT DIRECTOR: James R. Gress, chairman, department of elementary and early-childhood education, University of Toledo.


Oklahoma City Public Schools$20,000

Oklahoma City, Okla.

PURPOSE: To develop teacher-incentive structures by developing, identifying, and rewarding teachers who exceed minimum expectations for classroom performance.

SCHOOLS: Oklahoma Public Schools, seven private schools (Christ the King School, John Carroll School, Mount St. Mary High School, Sacred Heart School, St. Eugene School, St. James School, Trinity Episcopal School), and the Catholic schools division, Archdiocese of Oklahoma City.

PROJECT DIRECTOR: Alice Strong-Anderson, director, personnel services division, Oklahoma City Public Schools.


Truk State Department of Education$20,000

Pacific Islands Trust Territory

PURPOSE: To develop a teaching-incentive structure with specific incentive guidelines for each rung on a career ladder and an evaluation system with teacher-performance criteria, and an incentive structure with built-in inservice training and staff development.

SCHOOLS: Five public secondary schools in Truk.

PROJECT DIRECTOR: Iosy Ludwig, division chief for secondary schools in Truk State, Federated State of Micronesia.


Puerto Rico Department of Education$20,000

Hato Rey, Puerto Rico

PURPOSE: To develop an action plan for a career ladder for the beginning instructor, the experienced teacher, and the master teacher. The ultimate goal is to raise the professional level of teachers to ensure higher self-esteem and greater respect from the students and community.

SCHOOLS: All schools in Puerto Rico.

PROJECT DIRECTOR: Edgardo Rodriquez, director, research and innovation, Puerto Rico Department of Education.


Burrillville School Department$15,000

Harrisville, R.I.

PURPOSE: To develop guidelines for the establishment of a master-teacher program with pay incentives at designated levels and to develop an effective incentive structure to cope with teacher “burn out” and “walk out” in a rural community with a large percentage of low-income, academically disadvantaged students.

SCHOOLS: All Burrillville School Department schools.

PROJECT DIRECTOR: Not specified.


Charleston County School District$17,358

Charleston, S.C.

PURPOSE: To develop a pattern of staffing and evaluation that is linked to a system of incentives and rewards that encourage high-quality performance and opportunities for career advancement.

SCHOOLS: To be identified by the director.

PROJECT DIRECTOR: Terry W. Alderman, director of staff development, Charleston County School District.


South Dakota Department of Education$20,000

Pierre, S.D.

PURPOSE: To provide a model-teacher incentive plan for South Dakota school districts and to be prepared to respond to local district requests for information and assistance as they consider alternatives to the single salary schedule.

SCHOOLS: Rapid City and Beresford school districts.

PROJECT DIRECTORS: Donna J. Fjelstad, assistant to the state superintendent, and Michael A. Card, assistant to the secretary, Department of Education and Cultural Affairs.


Christian Brothers College$20,000

Memphis, Tenn.

PURPOSE: Design a teacher-incentive structure to improve the recruitment of science and mathematics teachers in grades K through 12.

SCHOOLS: Memphis County Schools. Also Shelby County schools and representatives from independent schools and parochial schools will participate.

PROJECT DIRECTOR: Brother John Edward Doody.

Tennessee State Department of Education$25,000

Nashville, Tenn.

PURPOSE: To plan for implementation of an evaluation system for a career-ladder and incentive-pay program for Tennessee.

SCHOOLS: Not named.

PROJECT DIRECTORS: Carol B. Furtwengler, assistant commissioner, research and planning; Joy McLartz, director, State Testing and Assessment Center; George Malo, director, office of research and development.

University of Tennessee$20,000

Knoxville, Tenn.

PURPOSE: To develop a range of incentive programs with schools in several states with diverse demographic characteristics; to identify incentive programs; to develop plans; and to synthesize data from these plans.

SCHOOLS: Cooperative school districts in Florida, Michigan, North Carolina, New York, Ohio, and Tennessee.

PROJECT DIRECTOR: Jerry Ballon, professor and head of the department of curriculum and instruction, University of Tennessee, Knoxville.


Abernathy Independent School District$19,155

Abernathy, Tex.

PURPOSE: To develop a master-teacher plan for a rural school district. The planning process will include participation of teachers and the cooperation of Texas Tech University. District staff will be involved in the implementation program.

SCHOOLS: District is made up of one elementary, one middle, and one high school.

PROJECT DIRECTOR: Gid B. Adkisson Jr., superintendent, Abernathy Independent School District.

South Plains Teacher Education$19,976

Center, Texas Tech University

Lubbock, Tex.

PURPOSE: The South Plains Teacher Education Center will plan and develop two models of a master-teacher program, one for metropolitan schools and one for small rural- or private-school systems. These models will incorporate the concepts of pay differentials, career ladders, and other types of recognition.

SCHOOLS: Consultants from Lubbock Independent School District Education Service Center, Region XVII, four small rural school districts, and Lubbock Christian College.

PROJECT DIRECTORS: Bettye Johnson, associate professor, Texas Tech University; the executive secretary to the South Plains Teacher Education Center’s Executive Board; and the executive secretary to the Texas Cooperative Teacher Center Network.


Jordan School District$20,000

Sandy, Utah

PURPOSE: To develop a three- or four-year teacher-incentive plan for the implementation of the career-ladder/master-teacher program; to develop an evaluation system to assess teacher competencies and performance; to develop a staff-development-program plan to build professional competence and improve the quality of teaching; and to develop a plan for the implementation and evaluation of the teacher-incentive project.

SCHOOLS: Jordan School District. Contingent upon anticipated funding from the 1984 legislature, one or more schools will be selected at each level (elementary, middle, and high school) for piloting the teacher-incentive plan.

PROJECT DIRECTOR: Ralph J. Haws, administrator of program development, Jordan School District.

University of Utah$19,369

Salt Lake City, Utah

PURPOSE: To design, in conjunction with a local school district, a districtwide teacher-incentive system that incorporates career-ladder and master-teacher structures, merit pay, peer review, objective evidence, nonsalary rewards, staff development, and teacher participation.

SCHOOLS: Park City School District.

PROJECT DIRECTORS: Kenneth Peterson, associate professor, department of education studies, University of Utah, and Don Kauchak, co-director of the Utah Teacher Evaluation Project.


Johnson State College$20,000

Johnson, Vt.

PURPOSE: To design a structure for an ideal school and the ideal use of teachers by identifying the tasks required in the teaching-learning process. Each of the task statements will be written with performance standards and combined with incentive factors for a person to achieve professional growth, organizational effectiveness, and improved student learning.

SCHOOLS: State plan, no individual schools identified.

PROJECT DIRECTOR: Herbert Tilley, director of graduate education.


Superintendent of Public Instruction$21,800

Olympia, Wash.

PURPOSE: To field test a program to provide incentives for the entire school staff.

SCHOOLS: Port Angeles School District. Other Washington State schools will be invited to participate. St. Martin’s College will assist in the project.

PROJECT DIRECTOR: No project director named. Project coordinator: Theodore Andrews director of professional education with the office of the superintendent, Washington State Superintendent of Public Instruction.


West Virginia Department of Education$20,000

Charleston, W.Va.

PURPOSE: To assist the state of West Virginia in carrying out a court mandate to equalize pay and to establish a process for evaluating teachers.

SCHOOLS: None named. Project is statewide and will involve all schools.

PROJECT DIRECTOR: No project director named. West Virginia Department of Education will provide staff members and resources.


School District Solon Springs$15,450

Solon Springs, Wis.

PURPOSE: To improve the quality of teaching in a small rural public-school district and to cooperatively develop a performance-based career ladder for the instructional staff.

SCHOOLS: Local school district.

PROJECT DIRECTOR: James Linderman, principal.

A version of this article appeared in the March 14, 1984 edition of Education Week as Recipients of E.D. Pay-Incentive Grants for Teachers