This professional system is different from most human-resources systems. First, it includes an explicit set of standards for teaching practice. Third, it must be accompanied by a systemic process of ongoing teacher professional development, geared to developing teachers to the highest level of practice. Fourth, such a system nicely bridges the external assessments for beginning and accomplished teachers with a set of internal assessments, and helps create a seamless web of ongoing knowledge and skill development and assessment throughout a teacher's career. Such systems radically transform and strengthen any district's human-resources system.
Quality assurance is needed throughout a teacher's career.
The additional step in this transformation of the human-resources system is to link some portion of pay to teachers' continued enhancement of their knowledge and skills. This could be done by providing large pay increases as a teacher moved up the four levels of practice within the Danielson framework. Such a system of pay for knowledge and skills also could include overall salary increases for earning national board certification, for earning a master's degree in an area for which there is board certification, or for becoming fully certified in a second content area. 1999 Editorial Projects in Education Vol.