Principals Perceptions Of Performance Pay And The Relationship Of Student Achievement

As explained in Diane Ravitch's article, “American Schools in CRISIS,” educators are provided with little job security under Bush's No Child Left Behind (NCLB) and Obama's Race to the Top educational reform initiatives; where teachers can be fired based on poor standardized test scores from their students (50). The majority of new teachers already quit within five years of entering the field; “demoralized” (Ravitch 50) by the effects of such high stakes and low resources (Ravitch 52). To combat this figure, many states have decreased the requirements for becoming a teacher, even allowing online licensure in Texas (Ravitch 51). To lower the standards of the “conservators of our common future” (Barber 122) is an irresponsible practice that must be reversed if students are to succeed. Barber proposes paying early childhood educators as much as lawyers to attract better teachers. Higher wages would encourage more ambitious individuals to enter the fields of primary and secondary education. Without highly-trained and intelligent educators, who are dedicated to progress and change, students will continue to stumble through a broken system, woefully unprepared for the task of becoming productive citizens.

The differences were connected with a teacher’s original preparation for the teaching profession, licensing in the particular subject area to be taught, strength of the educational experience, and the degree of experience in teaching along with the demonstration of abilities through the National Board Certification, in which all of these facets can be addressed through policy (Darling-Hammond, 2010).America has not produced a national method containing supports and reasons to guarantee that teachers’ are adequately prepared and equipped to teach all children effectively when they first enter into the career of teaching. America also does not have a vast collection of methods available that will maintain the evaluation and continuing development of a teacher’s effectiveness in the classroom, or support decisions about entry into the field of teaching and the continuance in the profession of teaching (Darling-Hammond, 2010). n order to reach the belief that all students will be taught and learn to high standards calls for a makeover in the methods our system of education in order to be a magnet for, train, support or uphold, and cultivate effective teachers in more efficient ways. A makeover that is contingent in a certain degree of how the abilities or skills are comprehended (Darling-Hammond, 2010).In the last few years there has been increasing

Teachers shape the minds of students to realize what their purpose is in life. Lately, because of certain educational reforms, it has been hard for teachers to say what they need to say. “In 40-plus states, the math and English guidelines determine the knowledge students have to master by the end of each grade, what they’ll be tested on this year, and in many cases, how teachers and principals will be rated at their jobs once those test scores are released” (Strauss). Most educational reforms are adopting standardized testing and should be reconsidered. Statistics even show that since we have taken part in reforms like No Child Left Behind, Race to the Top, and Common Core State Standards math and reading are declining. These standards tell teachers what to teach and what the students should know by the end of the school year. The reforms also evaluate teacher performance by how well the students learn the information. Some people believe educational reforms should not be telling teachers how to teach their students, and others believe that the reforms are absolutely fine the way they are. However the truth is educational reforms are yet to be perfected.

Dr. Todd Cherner is an Assistant Professor of English Education in the Master of Arts in Teaching (MAT) Program in the Spadoni College of Education at Coastal Carolina University. Dr. Cherner has completed his third academic year at Coastal Carolina University as a pre-tenured faculty and has submitted his documentation for third year review. As the Chair of the Department of Master of Arts in Teaching, Middle Level Education, Special Education and Physical Education in the Spadoni College of Education, I have completed my evaluation of Dr. Cherner’s documentation for retention beyond the third year, in accordance with the University’s 2012-2013 Faculty Manual Promotion and Tenure Guidelines and the Spadoni College of for Education Promotion and Tenure Performance Expectations Elaborations document (adopted 12/9/2011). Also, the definitions of descriptors defined in the Promotion and Tenure Faculty Annual Evaluation Rubrics (cited in 2013-2014 Spadoni College of Education Policies and Procedures Handbook) were used to make the determinations of “outstanding,” “very good,” “good,” and “needs improvement.” The following comments and rating are derived from my review of Dr. Cherner’s documentation for third year review. I have my evaluation of Dr. Cherner’s documentation in the areas of teaching, scholarship, and service.

Diane Ravitch, an “educational historian”, answers four questions in her book, Reign of Error. Is American education in crisis? Is American education failing or declining? What is the evidence for reform being promoted by the government and adopted by many states? What should we do to improve our schools and the lives of our children? According to Ravitch, the “crisis” concerning American education is actually a myth. In this book, she addresses myth after myth providing adequate clarity and information. She looks deep into the facts and brings to light what is actually happening in education in America in the following areas: test scores, achievement gaps, graduation rates, teachers and test scores, merit pay, charter schools, virtual school, government involvement of failing schools. In the latter chapters she offers specific solutions with detailed plans and recommendations to preserve and improve American education. Ravitch’s thesis is that American public education must be protected against government privatization and that we must work together to improve our schools. I couldn’t agree more with Ravitch. Government involvement in education has negatively impacted education since the passing of NCLB. Our focus has changed from being innovative teachers to cookie cutter teachers. Government officials should not make decisions without advice from educational professionals. We must all work together to make education work.

America has encountered a change within the teaching profession: concerning, experience, age, credentials, and ethnic background (Feistritzer, 2011). It is almost as if the year of 2005, overturned the trend of older employed teachers (Feistritzer, 2011). A six-year survey shows that the amount of teachers under the age of thirty has increased drastically, and that most teachers have earned master degrees. Also, although teaching has been a predominately white profession, more Hispanic and African American teachers were hired between the years of 2005 and 2011 (Feistritzer, 2011).

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.

“I think a lot of teachers feel like they’re teaching to a test. Our response is you teach to a student, you really teach to the kid.” (Erin Gruwell) The next generation is perhaps defined eminently by its education, what is taught and what is retained; this stipulates how far they will reach in future endeavors. This in turn begs the question, with respect to the schools, the students, and their parents, who should be determining the curriculum for these potential leaders of tomorrow? As time goes on it has come to the nation’s attention that something is wrong with the education system, it is not broken per say, but the majority agrees that it has proven itself inconsistent. This in turn manifests itself through the statistics and the outcry of both current and past students. Whether

Inside Teaching provides an up close and personal look into the realities of classroom life revealing the challenges teachers face daily in the pursuit of educating the nation’s children. It examines the efforts, expectations and failures of education reform. The book begins from the premise that while we seem to know (or think we know) what teaching looks like, we do not know why it looks this way. “Reforms typically fail, forcing us to acknowledge that although we know a lot about what teaching looks like, we know almost nothing about why it looks like this” (Kennedy, 2005 p. 1) In an effort to explore the why Kennedy hypothesizes that the failures are a result of a gap in understanding between reformers and teachers. She further asserts that this gap in understanding is predominately on the reformers side, although highly educated and committed teachers are held responsible for the failures. The inequality in assigning the responsibility or blame on teachers inspired Kennedy to write the book asking two fundamental questions: “Why, when American teachers are well educated, motivated, and provided with numerous resources professional development opportunities, are both they and reformers so often dissatisfied with their teaching practices? And why, when reformers have been laboring for decades to improve practice, have they been largely unsuccessful”? (p. 225)

Recognizing and rewarding high-performance is a key recommendation for any approach when managing any merit pay program (HRIS 2012). Merit pay is a compensation system where base pay increases and is determined by an individual’s performance. Using a merit pay plan is a good way for an organization to reward high performance is one benefit when using merit pay programs. The first step in implementing or improving a merit pay program is to have a solid performance management program, and this is another way a merit pay program is beneficial. Merit pay is a way to be successful and effectively implement merit pay with a uplift in salaries, and this is a third way using a merit pay program is beneficial to an organization. There are some drawbacks when using merit pay programs, such as paying some employees more than others. If you pay high-performing workers more than low- performing employees, the high- performers may stay, causing the low- performers to complain or leave the organization. A second drawback in using merit pay program is that employees become less motivated if not paid to their satisfaction. For example, if employees feel they should be making more money for their performance, this causes them to have low self esteem, and want to find employment at other organization. The last drawback associated with

When I think about teachers that I have had in the past, several different ones come to my mind. Each of these educators stands out in my mind for a variety of diverse reasons. Whether it is their sense of humor, their tactfulness, their love of the subject matter, their fanatical and sporadic behavior, or their yearning to be childish themselves, I can still remember at least one quality of every teacher I have ever encountered. Every one of these teachers conveyed subject material to their students just as they were educated and employed to do. However, I trust that every professional in the world has an abundance of opportunity for improvement; teachers could discover and improve themselves merely by having

The confusion lives and contradictions mount in the field of education. In the last six weeks, I have been introduced to the world of education in a totally different way. I feel like I have been on a roller-coaster that has taken me to extreme highs and lows when it comes to my emotions and perspectives on the subject of ‘English education reform.’ However, I have realized, what we have yet to discover is an effective solution for the problems and issues we have in this field. Whatever happened to valuing the student or valuing the teacher? Instead, we as a nation, have come to value the data-driven assessments from state mandated curriculums that are influenced by the Common Core State Standards (CCSS), “which can underserve students and push towards more product orientated pedagogy. (Peel, 2014, p.72). We also have not seen the appreciation and admiration for the professionals that matter the most in education: the teachers. Is teacher appreciation asking for too much, or is the ultimate goal of ‘subterfuge’ still on the menu for America’s top list of priorities when it comes to education and our country’s youth? The only thing that is clear to me is a nation who is still a major work in progress when it comes to the subject of education and the teachers and students of America who must endure within it.

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

During the 21 years I have spent working with teachers and students in public education, I have witnessed amazing, tear-jerking success as well as horrific, heart-wrenching failures. The failures, occasionally, cause me to question my choice of career. The daily successes keep me coming back year after year. I have overflowed with joy. I have exploded with rage. I have drowned in defeat. I have soared with pride. When you think about it, where else can you live this kind of roller coaster? Having worn many hats in this field including teacher, student, leader, mother, peer, evaluator, and advocate, I bring a lot of experience to this program and have a strong motivation to complete it. It is my hope, with this degree, I can effect positive

Changes such as shifting the majority of the power and influence away from the department to the teachers, are important to the educational system. Individualism is a key factor in achieving educational success. The American Educational System (AES) needs to not only address each individual student and their needs, but also each teacher and how they are approaching their subject matter. The AES also needs to fix the problems that the No Child Left Behind Grant (NCLBG) and standardized testing have created. Also, the AES needs to modernize the educational system and create a learning environment the enables rather than hinders new generation learners.