Conceivably, a merit pay system could discourage entry into the profession of potentially excellent teachers reluctant to subject themselves to the requirements of a pay-for-performance scheme. As for the teachers who do not necessarily try their best, will want to work harder for the chance to make more money. Some groups suggest that teachers who are paid on their performance are highly motivated which results in an effective academic environment. The “merit pay” idea, otherwise know as incentive pay or pay-for-performance, has taken hold in several states across the country, and is one of the most controversial ideas in education today. Here's what happens with merit pay: Teachers begin to compete for their merit pay and refuse to share their great ideas about what they do in the classroom with their peers. It’s ridiculous to think teachers are withholding their best efforts or saving their best lesson plans for a bonus. Steven Malanga. Others argue that tying pay with performance in education can make the teachers materialistic and the teachers may show dishonesty for monitory gains. The end result is a focus on teacher salaries instead of where it needs to belong: on the students.
Teachers that feel like they do a good job, but don’t meet the qualifications for a merit pay increase, are going to be naturally competitive with teachers who do receive an increase. Politics and law . A September 29, 2005 New York Times article reported that Governor Mitt Romney of Massachusetts had presented a “bold plan” for school reform, the centerpiece of which is to pay teachers extra for productive performance. Performance-based pay originated from a corporate model that bases a teachers salary on job performance. Performance-based pay for teachers, or merit pay, is a trending educational topic. Merit Pay for Teachers Abstract Pay for merit in education has remained a debated topic. Merit pay, also called pay-for-performance or performance pay, is based on the belief teachers would work harder to improve student performance if they were paid extra for their efforts. It would reward a solid performance. In West Virginia, where pay has dropped by 8.9 percent since 2000, teachers went on strike in late February, forcing lawmakers to pass a 5 percent pay increase for the next school year. Performance-based pay ties teaching components such as standardized test scores and teacher evaluations to a salary schedule. Before implementing a merit pay system, it's a good idea to review the advantages and disadvantages of this approach to your employees' compensation. 3 Merit Pay for Teachers: Can Common Sense Come to Public Education? Alternatively, if performance pay makes teaching more attractive to talented workers, short-term evaluations could understate its benefits. Districts with varying characteristics use merit pay for a number of reasons, including rewarding teachers for certification by the National Board for Professional Teaching Standards (NBPTS), teaching excellence, and recruiting and retaining teachers. Merit pay has advantages and disadvantages for both employees and employers over a traditional pay system that puts the money in base pay. Performance pay is a powerful policy lever to reward teachers who perform exceptionally in the classroom and to attract new talent to the teaching profession. This will be enhanced if there is a feeling that the teachers who did earn the increase were undeserving of it. Summer 2001. Some teachers are consistent year after year with how they perform, yet only get paid the same increases [if any] that every other teacher receives.
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