Performance Based Pay : Developing Performance Oriented Principles And Encouraging People

Margaret Heffernan once said, “For good ideas and true innovation, you need a mix of human interaction, conflict, argument, and debate.” In the article it is debated if there is any benefit in monetary rewards for students. Teachers, and parents alike are always trying to find the best way to reward and inspire there students to do well in school. Matthew G Springer is a professor of Public Policy and Education at Vanderbilt University. He is also the director of the National Center on Performance Incentives. He wrote this article to display his research and studies.

Even teachers’ pay in some states is linked to performance of their students. According to the Washington Post, the state of Florida instituted a policy that individual teacher’s raises and performance starting in 2007 will be tied directly to student’s scores on standardized tests. This pay for performance concept has generally been accepted by the new Obama administration and may make its way into more common usage across the United States.

A Performance-Based Pay system is an increasingly popular compensation method used by organizations to increase productivity. A goal for all companies is to try and remain competitive and control costs, this is a reason for performance-based pay systems becoming more popular. This type of system attempts to link compensation to performance. (Gena Richter, 2002) These systems are directly tied to organization or individual performance and are most effective when based on objective measures of quantity or quality of performance. If we wish to have a direct impact on work motivation, it must be linked directly to the performance of desired behaviors. In order for to put this type of system into place, performance evaluations must be conducted regularly , as well as training and development for those with performance that isn't quite up to par. These additional resources will be necessary for our organization if we implement a performance based pay system. (William B. Bernathy, Ph. D., 2004)

In today’s society one of the most important factors in selecting a career field is rate of pay. No matter whether the profession maybe, the dollar figure must be within a range that allows the employee to maintain a substantial lifestyle. The debate of teacher pay scales has raged on for years. Many argue that the current pay scale for teachers is a scale which rewards teachers merely for seniority. They argue that the current pay scale overlooks those educators which demonstrate exceptional performance. Teacher merit pay systems have been the most popular suggestions made to remedy the problems seen with the current pay scale. Although the current pay scale may not be completely effective, the idea of

The issue of teacher shortage today is continuing to grow. The effects of the achievement gap are reaching the teachers, not just the students: “...good administrators and teachers, who are doing their best under difficult circumstances, will be driven out of the profession…,” (Boyd-Zaharias 41). The achievement gap is part of the reason teachers feel they are underpaid, which happens to be one of the leading cause in teacher shortage considering, “Teachers were paid two percent less [than comparable workers] in 1994, but by 2015 the wage penalty rose to 17 percent,” (Long). Being a teacher requires passion in order to stay in the field, especially if the money in teaching is decreasing. Money is an important aspect for people when it comes to their careers, therefore, fewer people want to become teachers. This lack of teachers and the lack of college students studying to become a teacher leads to unqualified teachers and larger classroom sizes (Ostroff). Both of these causes are eventually affecting students’ learning environments. I chose this issue in education for my project because I have personally felt these effects, and I know others who have as well. As a future educator, I want to see better wages and better benefits, but this can only happen with qualified, passionate teachers. I plan on being one of them, and I plan on sparking a change. I am a future educator fighting to end teacher shortage.

Many people wonder if teachers should or should not get paid more than they do. A lot of people believe that teachers should get paid more, but there are some that do not. Parents that want their kids to have a good education want teachers to get paid more. For example, P.V Derkachev said, “… teacher pay influences the quality of education.” (Derkachev 574). Teachers that get payed more would be more likely to perform better at their job and not mind the extra time that they have to do stuff outside of work to get everything done. Matt Barnum said, “Higher salaries --- even small bonuses ---- can and do keep some teachers in the classroom, and likely improve outcomes for their students.” (Barnum). The student is going to get taught better if teachers get paid more because the teacher will want to teach at the best of her ability which will help the student.

Teachers have and will always have a big impact in everyone’s life and if not everyone, well, at least they did for me. They teach you everything you need to know about a subject and valuable life lessons, so why are they not paid sufficiently enough to make a decent living? Teachers salaries have always been low and I believe it is the time that changes. Being a lawyer, doctor, or engineer is great, but none of that would be possible without the insight of a teacher, I will inform you in this paper on why I believe there is a need for action. I will go over the background of teacher’s salaries, my ideas on what would be best for teachers not just in Texas, but nationwide, and pros and cons on the issues and ideas at hand.

Pay for performance systems have further been proven to have two advantages for organizations: attracting more high-quality employees and motivating employees to exert more effort at their jobs. (Gordon, Kaswin) This paper will show the positive benefits of performance pay as

O’Neil (1998) suggests six minimal criteria for the design of a performance based pay system. The first of these criteria is that the reward system should be self-funding, that is, the performance increases should as a minimum offset the cost of the rewards provided. The second criterion is that the distribution of the rewards must be consistent, fair and justifiable. In addition reward plans must be transparent and clearly communicated. The third criterion

With beginning teachers usually earning entirely less than other college graduates, the profession is at loss of top-notch, quality people who tend to find jobs seeking more money. Almost 50 percent leave the profession within 5 years, lured by higher pay and prestige elsewhere in the booming U.S. economy (World, 1999, par. 7). Starting teachers average a $25,735 salary in the United States compared to an engineer earning $56,820 or a physical therapist earning $56,600 (Engineer, 2000, par.1). And what signal does it send out about the value of good teachers and a good education when a 45-year-old teacher with a master’s degree earns $45,000 a year and a 25-year-old out of law school often starts at $80,000, considering a six year education for a master’s degree and a seven year education for a law degree (Greenhouse, 2002, par. 4)? A teacher is also given no compensation for the long hours spent basically in overtime work. The teacher’s day does not end when they leave school because if lesson plans, grading, or planning is not completed, it will have to be finished on their own time. Accountants, paralegals, and engineers all are compensated and get paid overtime for work that does not get completed in a regular day or if they want to stay and

Teacher pay shouldn’t be based on merit / Teacher should get paid off what they do and how they help students.Encourage teachers to do more for students.“The possibility of financial rewards tied to increased student achievement would motivate existing teachers to focus increased effort and innovation on student achievement.”They're saying maybe this will make teachers advocate more for their job and money if they help and do more for students.It could make this argument weak because some teachers wouldn’t care about the money,some teachers just want a stable postition or the title od authority .

The first route (on the left of figure 1), which is applicable to any school, new or well-established, is based on the theory that increased motivation and work satisfaction will lead to better teaching − happier employees produce better work. In addition, it can also improve teacher retention rates. Schools can expect to observe lowered teacher attrition rates, lowered hiring costs and less teacher replacement training.

Society is only worried about the money; it seems to be everyone’s priority. There are many conversations about who is paid more, who is paid less, who deserves more, and who does not deserve the amount they are paid. One profession that seems to be talked about more than most when it comes to salaries is teachers. The numbers reveal that the wages of an educator employed in the United States are not paid accordingly to their work.

Public school teachers around the United States are not earning fair pay. When compared with other fields such as computer science, engineering, or the medical field, teachers earn among the lowest pay grade of all jobs. The thought of living on a low-income frightens many potentially amazing and well qualified students from pursuing a degree in education. Teacher pay is beginning to affect students education as well; therefore, causing children to not obtain the education they deserve. Teachers should be receiving more money because valuable teachers are walking away and superior education begins with quality teachers.

The labor market describes a big reason on why teachers in whole get less pay then other occupations. How teachers vary in both their effectiveness and in their dissemination crosswise over schools has critical implications on understudy results of performance in the school. The variety in teachers’ pay emerging from state-ordered boosts in salary to distinguish the causal impact of educator pay on teacher’s capabilities, and educational experience. Discoveries recommend that general salary increases tend to build the maintenance of experienced teacher’s, particularly at a higher school level than some other reviewed level. To explore the effects on the quality for the nature of the educator’s workforce, the examination likewise researches whether the responsiveness of the leave choice to the increase in salary differs with the topic skills of the teacher, as measured by the sort of degree held.