In the school district of Pittsburgh, Pennsylvania, for example, the Pittsburgh Urban Leadership System for Excellence entails the use of appraisal results to determine performance-based pay.34 With the introduction of this system, compensation is no longer based on annual salary increases for all school principals or a system based on salary steps determined by length of service. Under the new system, school principals can earn an annual salary increment of up to USD 2 000 that becomes part of the base salary if they are rated proficient across the seven performance standards and 27 components of practice laid out in the district’s performance standards or if rated as satisfactory in completing the professional growth project. School principals can earn an additional achievement bonus of up to USD 10 000 for raising student achievement that is not retained in the base salary. The effects of such schemes will, however, vary among individuals and contexts, and also depend on the career stage a leader is in. Links between appraisal and school leaders’ salaries and financial bonuses, in particular, are contentious.