Merit pay is intended to: Reward teachers who are more effective (meaning their students score higher on standardized testing) Increase competition among teachers And it’s important for you to know that the NEA adamantly opposes merit pay. Why Merit Pay Will Improve Teaching Private industry shows the power of giving employees credit where credit is due. Politics and law . Teachers pay, in general, is often highly debated. 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. Instead, they sacrifice everyday, giving their all for their students. Merit pay and pay for performance are both terms that generally describe a system that uses evaluations in order to determine teachers’ salaries. I think Merit Pay is a good idea, because the teachers who already put forth their best effort, will probably keep doing their best even without the incentive. 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. Before implementing a merit pay system, it's a good idea to review the advantages and disadvantages of this approach to your employees' compensation. 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. Merit Pay for Teachers Abstract Pay for merit in education has remained a debated topic. Steven Malanga. Performance-based pay originated from a corporate model that bases a teachers salary on job performance. 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. 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. 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. 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. Alternatively, if performance pay makes teaching more attractive to talented workers, short-term evaluations could understate its benefits. Ultimately, merit pay assumes teachers need extra pay as a motivator to improve their skills and produce better student learning outcomes. The traditional teacher pay schedule, which is used by approximately 95 percent of schools, not only lacks a motivational component, but it rewards complacency. Merit pay would encourage good teachers to become better and may drive ineffective teachers out of the industry. Performance-based pay ties teaching components such as standardized test scores and teacher evaluations to a salary schedule. It would reward a solid performance. 3 Merit Pay for Teachers: Can Common Sense Come to Public Education? It’s ridiculous to think teachers are withholding their best efforts or saving their best lesson plans for a bonus.

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. Education. Some groups suggest that teachers who are paid on their performance are highly motivated which results in an effective academic environment.

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