Date of Award


Document Type

Dissertation - NSU Access Only

Degree Name

Doctor of Education


Center for the Advancement of Education


This report describes a plan to develop and implement a differentiated pay plan for certified employees in Union County. Certified employees were being paid on a salary schedule which recognized experience and earned degrees only as documented by a review of state salary schedules. A second thrust of the MARP involved using the differentiated pay plan to improve student performance in the 30 indicator areas identified in school improvement plans. Baseline data used by individual schools and the system to develop three-year goals were provided by the Department of Public Instruction. Four schools were selected as pilot locations for studying the impact of differentiated pay on student performance. Probable causes of the problem were identified as: lack of financial support from the state, and the lack of understanding teachers and administrators had concerning merit pay concepts. A review of the literature, observations, and consultations with others were conducted to determine the current status of the problem. The school system established separate committees to develop a differentiated pay plan and a school improvement plan. Monthly meetings were held with school-based Differentiated Pay System chairmen to refine extra-duty lists and to monitor the implementation of the plan. As a result of practicum intervention, a differentiated pay plan was approved by 75 percent of the teachers and 81 percent of the administrators employed in the system. Survey results showed that 83 percent of the administrators and 66 percent of the teachers believe the pay plan will have a beneficial effect on student performance. Teacher attendance rates, student attendance rates, and memberships in professional organizations increased as a result of practicum intervention.

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