This study examined the effects of strategic teacher compensation on the retention of teachers in a voluntary participation plan, especially the participation of hard-to-staff special education, high school mathematics, high school science, and high school language teachers. The first research question conducted a one-way chi-square analysis to determine if the observed retention rates of highly effective teachers were significantly different compared to the retention rates of highly effective teachers who elected to remain compensated by the traditional salary schedule. The study found no significant difference in the retention of highly effective teachers who were compensated by the district’s new strategic compensation plan compared to the retention of highly effective teachers who elected to remain compensated by the traditional salary schedule. The second research question conducted a one-way chi-square analysis to examine strategic compensation plan favorability among hard-to-staff special education, high school mathematics, high school science, and high school language teachers; it examined the voluntary strategic plan participation of hard-to-staff teachers compared to the voluntary strategic plan participation of non-hard-to-staff teachers. The study’s results revealed inconclusive findings between voluntary strategic compensation plan participation rates and hard-to-staff and non-hard-to-staff teachers, therefore concluding that the district’s strategic compensation plan was no more favorable to hard-to-staff teachers than to non-hard-to-staff teachers.

中文翻译：

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战略性薪酬对教师留任率的影响

这项研究考察了战略性教师补偿对保留自愿参加计划的教师的影响，特别是对工作人员特殊教育，高中数学，高中科学和高中语言教师的参与。第一个研究问题进行了单向卡方分析，以确定观察到的高效教师的保留率与选择通过传统薪资表进行补偿的高效教师的保留率是否显着不同。该研究发现，在保留由区新战略补偿计划补偿的高效教师方面，与选择由传统薪资表保留薪酬的高效教师相比，没有显着差异。第二个研究问题进行了单向卡方分析，以研究战略补偿计划对难于任用的特殊教育，高中数学，高中科学和高中语言教师的偏好；它比较了编外人员的自愿性战略计划参与与非编外人员的自愿性战略计划参与。研究结果显示，自愿性战略补偿计划的参与率与工作人员和非工作人员教师之间的结论性结论不明确，