Share via Email 'Management by carrot and stick feels effective, even if it does no good. Financial incentives that work best are collective ones, with all staff rewarded together — John Lewis being the classic model. Staked through the heart and dowsed in garlic, still they rise. No amount of evidence has killed off a near-religious belief in performance-related pay.
CPRE has been involved in a teacher compensation projectwhich is examining how alternative pay systems could be used to improve classroom focus and practice and the role of compensation in organizational development.
Equalizing salaries in the profession was the motivation for the step system, Odden told Education World. At the time, female teachers made less money than male teachers, minority teachers made less than white teachers, and elementary school teachers made less than high school teachers.
Longevity seemed the fairest way to even out the pay scale. The system also provided incentives for teachers to further their education. Most elementary school teachers had associate degrees; the salary schedule could spur them to get bachelors degrees, and those with bachelors to earn their masters.
Since then, teachers have had no incentives to change the system, Odden said. Communication has been a really important issue; that is, how you educate people on a new pay system.
You have to explain that it is not designed as punitive. If you tie a lot of it to test scores, it's not viable. It's hard to determine what a teacher contributes to test scores; there are so many other variables involved with students. Because goals for educators are so complicated, it's hard to settle on factors.
We're trying to measure teachers' contributions to learning. We need a little more financial incentive. Others in and outside of education argue that any type of system tying salaries to teacher performance or student outcomes is flawed because of a lack of objective observers and objective criteria to evaluate a teacher's performance.
Among the questions under study: Is dynamic pay appropriate in education? If so, where is it appropriate? Brad Jupp, leader of the Denver Public Schools pay for performance design team, said that its pay system, ProCompassumes that teacher performance and student outcomes can be evaluated objectively.
First thing; talk about commitment and make a commitment to a plan. Take small enough steps to ensure the plan can move forward. Develop a long-term goal. Ensure there is ongoing funding for the plan. Establish clear standards and objectives for teachers.
Make sure teachers are familiar with the standards and objectives. Alternative Teacher Four alternative teacher compensation systems that are in use or being discussed around the country: Individual teachers receive bonuses based on improvements in their performance.
Knowledge- and skills-based pay: Teachers earn permanent increases for acquiring new skills and applying those skills. Teachers earn increases tied to improvements in students' performance measured by standardized tests or other criteria.
All professional staff in a school earn a bonus if students meet particular goals. Article by Ellen R.Pay for Performance: What Are the Issues? Merit pay, performance pay, knowledge- and skill-based pay -- they are all making news as alternatives or supplements to the traditional teacher step system.
Why Performance-related Pay Isn’t on Strategy Execution Ltd | Author Andrew MacLennan Publisher HR Network (Scotland) Date May Performance-related pay is widely assumed to be an essential mechanism for ensuring that good performance is rewarded and .
Performance related pay has been extended to practically the whole of the Civil Service over the last few years, and the Chancellor of the Exchequer recently announced the Government's intention to enlarge its role even further.
FEATURE:WHY PERFORMANCE-RELATED PAY ISN’T required to operate PRP in any organisational role, worth the trouble? The research evidence is far from supportive. Performance-related pay is a financial reward to employees whose work is considered to have reached a required standard, and/or above average.
Performance related pay is generally used where employee performance cannot be appropriately measured in terms of output produced or sales achieved.
FEATURE:WHY PERFORMANCE-RELATED PAY ISN’T required to operate PRP in any organisational role, worth the trouble? The research evidence is far from supportive. The research evidence is far from supportive.