El Paso herald. (El Paso, Tex.) 1901-1931, 1920-04-09

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WITH the view OF supporting the
w public school teachers In their
efforts for salary increases the
president OF the chamber OF com
rnerce. and the tax and economy com
ruittee. authorized a study into the
various considerations affecting fair-
ness and Justice in granting increases
In determining the various prin-
ciples OF Justice in fixing new
salary schedule for teachers. certain
rules and practices in our national.
state and municipal civil service, and
also information secured from replies
20 n questionable sent 20 1s5 school
superintendent in cities above 10000
in population, have been made the
basis Of forming the following con-
illusions;
l. There must be ample margin be
tween minimum and maximum salary.
One OF the essential requirements OF
a just salary schedule Is that there
should be ample margin between the
minimum and maximum salary. as
fixed Tor various teaching positions.
where the difference ls small (say
5000 a teacher OF long experiences Is
limited 20 a salary only slightly
greater than the teacher with no ex-
perience- This condition would mani
testify be unfair 70 the teacher OF
long experience. and does not offer
IS
10. IS or 20 years OF faithful service.
The average amount o. difference be-
tween minimum and maximum salary
for 90 cities Is ssS5.l5- III Paso's new
teaching schedule should at least pro-
vide this much margin between the
minimum and maximum salary.
2. There must be provisions for
Advancing from one position 10 an
other. After a teacher, BY faithful
and efficient serviee. has advanced to
a maximum salary in a certain teach
inE position. provision should be made
whereby such a teacher can advance
20 higher salary IN a new teaching
position. Ihls can be done BY de-
filming and prescribing the educational
and training requirements for every
teachers into better positions On basis
q meeting these requirements In
this way the worth while teacher will
have goal ahead and the idea Hof 4
future viii be Installed into the
teaching profession
g. There must be definite arrange
ments made Tor annual increases
within a salary grade. A system
which does not provide this would be
unfair 70 the teacher. The prevailing
rule IN all civil service and the pre-
vailinE practice in other schools is
that annual incrsments Of salary shall
ee granted on basis Of experience.
The recent tendency IN both civil
service and schools e 70 grant in
creases within a salary grade On
basis OF experiences and efficlsncy- At
All hazards. teacher. who is good
enough 70 hold her job, must know
that after a years service she viii
set a salary increase.
e. There must be a definite time
prescribed FOR attaining the maximum
theory on this point Is that a teacher
should b AZ the maximum salary
when she reaches her maximum effi-
cheney The question is, n a teacher
starts a. the minimum salary OF a
certain tezchinE position. how long
should she stay n this position Be-
tore reaching the maximum salary on
oasis or experiences alone? The prac-
zee N civil service - 10 to IL years
Nhle the practice IN public schools.
juesing from fe replies on this point,
y s % 10 years.
When a school system has an eff
cheney record system. The maximum
can oe attained in a shorter time thar
indicated above. providing the teacher
renders extraordinary service. some
scnools are now providing for a max
mum which teacher can attain on
basis OF experiences alone, and then
proFioinB super maximum which
enables the teacher who render1 er-
traordinarY service 10 procure a ssI-
ary sseo Or $500 higher than the reg
500 s-sA~s-A-l -AAA= AAllaI eases WITHIN the
super maximum limits are Of course
made UPON basis OF true and accurate
efficiency records, which require defi-
rite grades. made By Euperiors on
factors such as outlined BY the Eliza
beth, n. J.. teachers salary schedule.
given below.
l. Teaching ability, 50 percent.
Cd professional attainment. 10
percent; (1l conduct OF recita-
ton, 10 percent; ca results or
scholarship o. pupils. 30 per-
II Governing and discipIIninr
ability, 30 percent; % moral
and social Influence on pupils
and community. 10 percent: fsl
ability % develop self reliance,
Industry, integ gritty. fidelity.
etc, 10 percent; 90 psrsonail-
y, 10 percent.
H. Professional and community
Interest: % cooperation with
other teachers. principles. etc,
percent % interest IN AIMS
and plans OF the school. s per-
cent; 90 professional arnbi-
tion and growth. percent
g. There must be regulation as to
Qualification Tor Z teaching position.
A. r.