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SURVEY OF CAREER INCREMENTS, 1960-61
The 1957 session of the Florida Legislature provided for the estab-
lishment of special career increments as a part of the salary schedule
of each county. These increments were to be in recognition of exception.
ally meritorious teaching ability and service to school and community
(Section 236.02(6)(c), Florida Statutes). Each county was required to
establish its own plan for the awarding of such increments as a part of
its salary schedule. No specific State funds were provided all payments
were to be made from other county funds.
This requirement represented a departure from Florida's traditional
salary schedule pattern based solely on education and experience. It was
necessary to set up a time table for moving into the career increment
program in an orderly manner.
Each county was required to establish a planning committee by the
end of the 1957-58 school year. These committees worked during the
1958-59 school year and presented county plans as a part of the 1959-60
school budget document. Evaluations of teachers for career increments,
according to approved plans, began in the 1959-60 school year. Actual
payments of career increments were undertaken in the 1960-61 year in most
1957-58 Establishment of Career Increment Committee
1958-=9 Development and Approval of County Career Incre-
1959-60 Evaluation of Teachers applying for Career Increments
1960-61 Actual payments of Career Increments began
This report presents a summary of the responses made by county superinten-
dents (or their representatives) to a questionnaire sent out by the Research
and Statistics Section of the Division of Administration and Finance.
The questionnaire was divided into two parts. The first section dealt
with statistical data. The second part called for evaluation and expression
of opinion. Table I gives a county by county tabulation of the statistical
It is emphasized that the second part of this report deals with evaluation
and opinions of County Superintendents or their assistants. The opinions are
not necessarily the same as would be expressed by County School Board Members
PART I. STATISTICAL
il Number of teachers who were eligible to apply for career increments
A total of 8,150 teachers were eligible to apply for evaluation for career
increments during 1959-60o Of this number, 3,707 were elementary teachers,
2,431 were secondary teachers, and 43 were junior college teachers. Two counties
with 1,969 eligible teachers did not report a breakdown by teaching level. Thus
of the eligible teachers whose teaching level is known, 60.0 percent were elemen-
tary teachers, 39,3 percent were secondary teachers, and 0.7 percent were junior
2. Number of teachers who applied for evaluation for career increments.
A total of 2,220* teachers actually made application for evaluation for
career increments. This is 30.1 percent of the total number of teachers who
were eligible to apply based on comparable data from sixty-six counties.
* An incomplete report was received from one county. This county is omitted
in computing percentages.
It appears that 15.3 percent of the eligible elementary teachers,
21.1 percent of the eligible secondary teachers, and 18.6 percent of the
eligible junior college teachers actually completed applications for eval-
uation. Over half of the teachers whose teaching level is not reported
applied for evaluation
Of all teachers who applied and whose teaching level is known, 52.1
percent were elementary teachers, 47.1 percent were secondary teachers,
and 0O8 percent were junior college teachers.
3, Number of teachers who were evaluated for career increments
Evaluation for career increments was completed on 2,164* teachers
during 1959-60. Evaluation was completed on 97o5 percent of the teachers
who applied for evaluation and on 29.3 percent of the teachers who were
Twelve counties did not complete evaluations on all teachers who
applied because of reasons such ast
Promotions disqualified some applicants.
Some applicants were found to be teaching less than half time.
Some applicants withdrew their applications before evaluation
Some applicants were found to be ineligible after evaluation
was in progress,
4. Number of teachers recommended for career increments by the
Favorable recommendations were made by the Evaluation Committees on
1,458* teachers, or 67,4 percent of the teachers who actually were eval-
* An incomplete report was received from one county. This county is omit-
ted in computing percentages.
All teachers evaluated were recommended for career increments by the Eval-
uation Committees in 19 counties not all were recommended in 28 counties Nine-
teen counties had no teachers who were recommended for career incrementSo Data
for one county were incomplete.
5o Number of teachers who are receiving career increments during 1960-61.
A total of 1,585 teachers actually are receiving career increments during
this current 1960-61 school year. Of the teachers whose teaching level is
known 50.9 percent teach at the elementary level, 48,3 percent are at the sec-
ondary level, and 0,8 percent are at the junior college level.
Career increments are being received bys
19o4* percent of the teachers eligible to apply
64,8* percent of the teachers who made application
66,5* percent of the teachers who were evaluated
98o7* percent of the teachers who were recommended favorably
by their Evaluation Committee
60 Amount of Incremento
The amount of each increment is not the same in all counties. Career in-
crements, wonder current law, are paid from general county funds with no allo-
cation made under the Minimum Foundation Program. The amounts specified in
the various county plans range from $100,00 to $750.00o Some plans provide
that the amount is to be set by the County Board each year. Some changes may
have been made, but according to the information available, the amounts in-
dicated below have been established for the first career increment.
$100.00 Bradford,* Duval, Holmes, Jackson, Nassau,
Okaloosa, Osceola, Putnam, Volusia, Wakulla,
$200.00 Bay, Flagler, Franklin,** Glades, Hamilton,~*
Monroe, Okeechobee, Orange, Washington
SAn incomplete report was received from one county. This county is omitted
in computing percentages.
** No teachers receiving career increments in 1960-61,
Calhoun,** Hernando, Seminole
Alachua, Collier, Dixie, Gadsden, Gilchrist,"*
Jefferson, Lafayette** Levy,** Madison, *
Marion, Santa Rosa,' Sarasota, St. Lucie,
Hardee, Hendry, Suwannee
Baker,** Brevard, Citrus, Clay, DeSoto, Hills-
borough, Leon, Manatee, Pinellas, Union*"
Dade, Indian River St. Johns**
Highlands, Lake, Lee
Board Columbia,** Escambia,** Gulf,X* Martin,**
Information regarding the amount of the increment was taken from
Career Increment Plans on file in the State Department of Education when
this item was omitted on the questionnaire.
PART II. OPINION
County Superintendents were asked to give their o
items related to the Career Increment Program, This r
of a question with responses to be checked, A summary
pressed in this manner follows.
o1 In your opinion, how do you think the teacher
about the career increment plan you are using?
*" No teachers receiving career increments in 1960-61,
pinion on a number of
request was in the form
of the opinions ey-
s in your county feel
Appear to be well satisfied 5 7%
Appear to be fairly well satisfied 14 21
Appear to be somewhat dissatisfied 28 42
Appear to be thoroughly dissatisfied 14 21
No opinion or no response 6 9
Superintendents in forty-two counties (63 percent) feel that their teachers,
in general, are dissatisfied with their career increment program. This contrasts
with nineteen counties(28 percent) in which the teachers appear to be satisfied
to some degree.
No teachers applied for career increments in five of the six counties in-
dicating no opinion or giving no response to this item. In the other county
two teachers applied for evaluation and were evaluated but were not recommended
for career increments,
In two of the counties expressing satisfaction there were no applicants
for career increments while twelve of the counties expressing dissatisfaction
had no applicants.
One superintendent stated, "The teachers had a large part in developing
the plan but they seem to have absolutely no interest in applying for the in-
Another county stated in a letter, "Our career increment program is not
substantially different from many other counties, however teachers and prin-
cipals have shown little inclination to take part in career increments",
Although comments were not specifically requested on this item, another
superintendent wrote in, "It does not seem to appeal to our teachers."
These are quotations from superintendents, not from teachers.
2. In your opinion, how do you think the school board members in your
county feel about the career increment plan you are using?
Appear to be well satisfied 8 12%
Appear to be fairly well
satisfied 12 18
Appear to be somewhat
dissatisfied 25 37
Appear to be thoroughly
dissatisfied 16 24
No opinion or no response 6 9
Superintendents in forty-one counties (61 percent) feel that their
school board members, in general, are to some degree dissatisfied with
their career increment program as contrasted to twenty counties (30 per-
cent) in which school board members are believed to have some degree of
In four of the six counties expressing satisfaction there were no
applicants for career increments while nine of the counties expressing
dissatisfaction had no applicants.
In the opinion of county superintendents it appears that the degree
of satisfaction felt by teachers and school board members is very similar.
(It is recognized that responses to both of these items largely may be an
expression of the superintendents' own feelings. However, a high degree
of internal consistency is shown.)
3. In your opinion, what effect, if any, do you feel that the career
increment plan has had on the quality of instruction in your county?
Has definitely resulted in an
improvement in instruction 3 5%
May have resulted in some
improvement in instruction 10 15
Has had little or no effect
on improvement of instruction kh 66
Has had a detrimental effect on
instruction 1 1
No opinion or no response 9 13
Most of the superintendents (66 percent) feel that their career increment
plan has had little or no effect on improvement in instruction but only in one
county was it felt that the effect had been detrimental.
In five of the nine counties indicating no opinion or giving no response
to this item, no teachers applied for career increments.
4o In your opinion, do you feel that the teachers receiving career in-
crements are the really superior teachers in your system?
Definitely, yes 6 9%
Mostly, yes 21 31
Probably, no 15 22
Definitely, no 3 5
No opinion or no response 22 33
The responses to this item are inconclusive. It appears that many super-
intendents feel the teachers selected for career increments are among the really
superior teachers. However a considerable number feel that the teachers selected
are not necessarily superior teachers. Among the twenty-two counties not giving
an opinion on this item are the twenty counties having no teachers drawing
career increments this year.
One superintendent indicated:
We have deleted "the" because it suggests all of the really
superior teachers, and we realize that many of our really
superior teachers did not apply, and some were not eligible
We feel the majority of those teachers who are receiving
career increments are superior teachers. It is our opin-
ion, however, that a large number of our superior teachers
do not desire to participate in a career increment evalua-
tion, This is not because of lack of confidence on their
part but because they oppose career increments in principle.
5. In your opinion, do you feel that the law requiring the establish-
ment of career increments as a part of your county's salary schedule should:
Be left as it is now (not
Be changed to make career
increments optional (not
Be changed in other ways
(a) Be repealed or abolished
A total of fifty-eight superintendents
abolishing the career increment requirement
the counties. The same was implied in some
Only three superintendents reported in
increment law as it is now constituted. In
(86 percent) were in favor of
or making it optional with
of the six "other" recommen-
favor of continuing the career
commenting on this, one super-
We have had a teacher rating system which provided for in-
creased salaries for those teachers who were rated superior.
The system has been in effect for the past 15 years and works
very satisfactorily. The evaluation of teachers takes con-
siderable time, but I am firmly convinced that it is worth-
Some comments were made by the superintendents indicating a desire to see
the career increment requirement made optional.
It is doubtful that the program serves the best interest of
the profession. It would be difficult to envision lawyers
and doctors using a rating system to determine professional
But it should be remembered that it has actually been in
effect for salaries only 3 months. It has not had ade-
The career increment program should be abolished if pos-
sible, If not possible to abolish, then it should be
optional with county.
Typical comments of County Superintendents favoring repeal of the career
increment provision in the law are reproduced below.
I think our county would prefer not to have the career
increment at all.
The law should be repealed* Everyone, including teachers,
knows that there is no yardstick by which you can measure
the superiority of a teacher. The Boardts opinion is the
same as it is toward death and taxes it has to be.
It should be repealed and a system based on advanced train-
ing and experience be substituted.
We feel that the lack of interest shown by the number who
have applied in our county warrants discontinuance of the
entire career increment program.
Be repealed(law establishing career increment). If not
repealed, have included in it specific criteria for iden-
tifying and evaluating superior teachers.
Some superintendents recommended other changes in the career increment law.
Their recommendations and other comments follow.
Require a certain rating on the National Teachers Examination.
Amend career increment law so that all teachers having CC
(continuing contract) and CC-10 (continuing contract with
ten years continuous service) contract status will be given
increments in salary from State funds at the end of 15
years service, 20 years service, and 25 years service.
Do not attach salary increments to teacher quality until
a more satisfactory means of identifying these has been
devised. Require each county to continue a study com-
mittee annually (in research into measuring superior
teachers). Require a report to be filed annually and
provide some state financial assistance for research
Set amount from state funds for this program.
NUMBER OF TEACHERS
Eligible to Applying for Evaluated Recommended Receiving
Counties apply for Evaluation for Career for Career Career Incre-
Career Incre- for Career Increments Increments ments during
ments during Increments during 1960-61
Alachua 34 34 34 33 33
Baker 27 14 14 1 -
Bay 80 18 18 15 15
Bradford 51 -
Brevard 46 27 27 18 18
Broward 180 91 91 21 21
Charlotte 13 3 3 3 3
Citrus 32 4 4 2 2
Clay 26 7 7 7 7
Collier 13 10 10 10 9
Columbia 79 3 1 -
Dade 1,240 400/ 386L 145 143
DeSoto 25 8 8 4 4
Dixie 16_ 7 7 7 7
Dural 7702/ 1/ ly I/ 146
Escambia 408 2 2 -
Flagler 7 7 7 7 7
Gadsden 38 4 4 4 3
Gilchrist 7 .
Glades 1 1 1 1 1
Gulf 11 .
Hamilton 140 .
Hardee 38 14 14 10 10
Hendry 11 -
Hernando 23 15 15 15 15
Highlands 38 24 24 19 19
Hillsborough 8002/ 64 6t 37 37
Holmes 32 21 21 16 16
Indian River 27 11 14/ 1 1
Jackson 134 36 36 29 29
Jefferson 47 1 1 1 1
Lafayette 8 -
Lake 102 48 48 43 43
Lee 115 70 70 56W- 56
Leon 209 8 8 5 5
Levy 42 2 -
Liberty 23 -
Madison 58 .
Manatee 115 26 26 15 15
Marion 164 38 29 15 15
Martin 10 --
Monroe 33 19 19 19 19
Nassau 44 2 2 1 1
Okaloosa SI 68 641/ 3 3
Okeechobee 8 5 5 5 5
Orange 729 729 729/ 560 560
Osceola 23 10 10 10 10
Palm Beach 255 23 17W/ 3 3
Pasco 67 3- -
Pinellas 362 154 152 85 85
Polk 349 61 61 46 46
Putnam 84 -
St. Johns 70
St. Lucie 64 1 1 1 1
Santa Rosa 50 1 -
Sarasota 81 75 75 71 71
Seminole 106 4 4 3 3
Sumter 42 -
Suwannee 72 5 5 5 5
Taylor 32 21 21 20 19
Volusia 250 60 55 55 55
Wakulla 20 3 3 3 3
Walton 70 9 9 9 9
Washington 56 9 9 6 6
TOTAL 8,150 2,2202/ 2,16-/ 1,458n/ 1,585
I/ Incomplete report. 2/ Adjusted by State Department of Education, 3/ Approximate.
'/ Evaluations not completed on all applicants because of withdrawal by teacher or ineligibility
due to promotions, assignments and other factors,
STATE BOARD REGULATIONS
PERTAINING TO CAREER INCREMENTS
Section 160. Basic Principles of Career Increments.
160.1 The purpose of special career increments required in Section
236.02(6)(c), Florida Statutes is here declared to be to provide the
opportunity for superior teachers in kindergarten through grade 12,
and in junior colleges operated by county school boards, who display
"exceptionally meritorious teaching ability and service to school
and community" to earn more adequate salaries without moving into
administrative or supervisory positions.
160.2 Special career increments provided under Section 236.02(6)(c)
Florida Statutes shall be in addition to all increments to which
a teacher may be entitled under the regular county salary schedule,
and shall be awarded on the basis of procedures over and above and
in addition to those used for determining such teacher's salary
under the regular salary schedule.
Section 161. Formulation ad Adoption of Plan for Career Increments.
161.1 It shall be the duty of each county board of public instruction,
after considering any recommendations the county superintendent may
make, to establish procedures for formulating a plan for awarding
career increments as provided by law, Such procedures shall provide
for a study of all pertinent facts and information by persons repre-
senting such interested parties as the school board, the county
superintendent and his staff, principals, teachers, supervisors,
and the trustees, and including, if desired, professional consul-
tants and representatives of the lay public The study shall result
in recommendations for a plan for career increments to be submitted
to the county board. After considering the recommended Jplan, the
county board shall make whatever revisions it shall deem desirable,
adopt the plan, and cause copies to be submitted to the State
161.2 The State Superintendent shall review any proposed plan for
career increments for teachers submitted by a county board to de-
termine that it is soundly based and conforms to requirements of
law and this regulation, and thereupon shall submit it to the
State Board for approval. If the proposed plan is not soundly
based, or does not conform to the requirements of law and this
regulation, it shall be returned to the county for further consi-
deration. Revisions of plans once approved shall be submitted to
the State Superintendent and in turn to the State Board in the same
manner as the original plan.
161.3 Beginning with the 1959-60 school fiscal year, all county
school budgets shall provide for career increments for teachers,
and no county school budget shall be approved unless the county
shall have adopted and had approved by the State Board a plan for
career increments as provided by law and State Board Regulations.
Section 162. Minimum Requirements for Career Increment Plans. The plan
for special career increments shall be set forth in such detail
as may be necessary for proper administration, including criteria
to be followed in making evaluations of teachers' abilities and
services, steps in the process of evaluation, records to be made
and kept, time schedule for making evaluations, procedure for
initiating an evaluation, definitions of terms, and all other
pertinent matters; provided that the following minimum require-
ments shall be included:
162.1 Teachers shall be eligible for consideration for special incre-
ments if they meet the following basic requirements:
162.11 They have completed eleven years of efficient service in
a position or positions listed in Section 238.01, Florida
Statutes, which service shall have been continuous except for
leave duly authorized and granted.
162.12 They shall hold a continuing contract based on not less
than three successive years of probationary service, or the
equivalent under a local tenure law.
162.13 They shall be currently engaged in the actual teaching of
pupils, or otherwise rendering instructional services directly
to pupils, or are temporarily assigned as "helping" teachers
at a regular teacher's salary to assist other teachers.
162,2 The evaluation process shall be designed to determine, insofar
as possible, exceptionally meritorious teaching ability and school
and community service above and, beyond ordinary classroom and
other school activities and routine membership in civic, profes-
sional and other organizations.
162.3 Evaluation of a teacher's service for a career increment shall
be made only by professional school personnel, including the
county superintendent. Evaluation for a career increment may be
initiated by the request of the teacher with the approval of the
principal, or by school administrative officials, but no teacher
shall be required to be evaluated the first time without his or
162.4 Plans shall provide for re-evaluation at the discretion of the
county board of the teachers who are awarded career increments,
and shall require that any teacher granted a career increment shall
be re-evaluated after an interval not greater than five years.
Any career increment shall be cancelled following a re-evaluation
which shows that the teacher is not currently displaying "excep-
tionally meritorious teaching ability and service to school and
162.5 Plans shall provide for the possibility of at least two incre-
ments during a teacher's career in any one county. Each successive
increment shall be based on a further evaluation of a teacher's
teaching ability and services.
162.6 The process of evaluating a classroom teacher's service shall give
emphasis to determining that the teacher's pupils make satisfactory
progress in learning the subject matter of the grade or courses,
commensurate with their ability.
162.7 All teachers who are evaluated as being worthy of a career incre-
ment because of exceptionally meritorious teaching ability and
service to school and community shall be awarded such increment,
and no quota of teachers who may be awarded a career increment shall
Section 163. County Boards May Provide for Earlier Career Increments.
Nothing contained in State Board Regulations shall be construed to
prevent a county school board, at its discretion, from adopting
policies and salary schedules providing increments for meritorious
service earlier than the twelfth year of service within the state
for personnel holding continuing contracts or the equivalent under
a local tenure law.