Ms. Rhee, 38, has convinced Washington that she means business since Mayor Adrian M. Fenty plucked her out of a nonprofit organization based in New York City, the New Teacher Project, and installed her in the chancellorship 17 months ago. She has fired or forced out hundreds of central office employees, principals and paraprofessionals, as well as 216 teachers who lacked licenses, her aides said.

“Fire all incompetent teachers — that makes a good sound bite,” said George Parker, the president of the Washington Teachers’ Union. “But remember that not only teachers are to blame for the problems in this district.” Mr. Parker cited a chaotic administration that has had seven superintendents in a decade and has paid little attention to problems like truancy and student discipline. “You can’t fire your way into a successful school system,” he said.

Mr. Parker said he had kept an open mind about Ms. Rhee’s proposals, which would raise star teachers’ salaries to $130,000, with bonuses, by 2010, and the two went together before several mass gatherings of teachers in July to explain them. But an August poll commissioned by the union found that teachers opposed Ms. Rhee’s proposal by three to one.

In the interview, Ms. Rhee said the raises would be financed largely by foundations that had given her commitments of $75 million a year for five years, of which a “significant portion” would go for teacher compensation.

“The foundations want to fund things that are innovative and will have national ramifications,” she said. Ms. Rhee has declined to name the foundations, however, raising worries among some teachers about the foundations’ motives and about whether their commitments would remain solid if the nation’s financial crisis were to be prolonged.

The talks have made little progress in recent weeks.

“Students cannot wait for accountable teachers while adults argue,” Ms. Rhee said on Oct. 2, announcing that the district would seek to dismiss even tenured teachers deemed ineffective, partly by training principals to manage a little-used procedure that allows them to identify teachers for a 90-day mandatory improvement plan. Those who fail to demonstrate progress could face dismissal.