The Importance Of Keeping And Improving Overall Quality Of Teachers Essay

into without extra pay. The teachers believe that extra pay should be rewarded to those who

Pay and reward systems exist in the form of pay, bonuses and benefits, financial and non-financial and designed to improve performance, increase motivation, staff retention and increase profitability. Appreciation and gratitude is widely received as reward and the opportunity for training and development for career progression.

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

Pay and Rewards – pay and rewards attract, motivate and retain staff. The employment contract which lists rewards, whether it be pay, bonus or benefits, can remove animosity amongst employees and employers. However, recent research reveals that employees are no longer motivated by a financial reward alone, but

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.

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

In this article “Controlling the Work of Teachers” by Michael W. Apple. Apple believes, that teachers are doing more work because of the curriculum and that is not fair. The curriculum is designed by people who are paid and not educators. So, the creators of the curriculum has no idea of what it is like, to be a teacher. Making the designer of the curriculum be someone who has a true interest in education, would help improve the learning environment. Those being in control of the curriculum, that have no interest in education is a form of control, that many may not notice but, some view it as heading towards professionalism.

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

Most would ask, "What exactly is teacher tenure?". Well, in short teacher tenure is a permanent job contract for school teachers. Teachers can earn tenure by proving their teaching skills over a specific number of years while working at the same school. In most cases the number of years a teacher must work at the same school is anywhere from two to seven years. After receiving tenure a teacher cannot lose his or her job without just cause, for example obvious incompetence or severe misconduct. Tenure offers job security to teachers that have successfully completed their probational period of teaching. (Heard)

As in every profession, roles, responsibilities and boundaries are set in order to define the line indicating the acceptable limits.

Applying equitable, flexible and fair pay and performance systems that reward excellence: A flexible and responsive approach to reward and the ability to recognise excellence is paramount in the provision of globally competitive ‘employment’ packages to distinguish the University as an ‘employer of choice’. Staff can expect equitable, fair and transparent pay

Teaching is a profession that is considered to be a rewarding challenging and complex role.  An effective teacher does not simply teach knowledge their students and instead aims to arm students with the knowledge, skills, understanding and attitudes that will prepare students for life-long learning. The constructivist theories developed by Piaget and Vygotsky have impacted on the way that teachers teach and this has changed the approach of teaching to place a greater importance on the teacher instead to act as a facilitator of learning in an open, constructivist environment and providing students with the tools to challenge themselves to develop both academically and personally.  The education of students within classrooms of today is

In my opinion, a good teacher should be one who puts her heart into teaching. This is because only by doing so will the students feel their passion and hard work. When a teacher strives hard for the students, students will put in their effort as well. If a teacher dislikes her job, goes to classes in a bad mood, her teaching would also be affected and students would not be able to enjoy lessons as well.

The future of the world is in the hands of the children. Whether the future be a positive or negative one depends on the children and the education they receive. The education of a child is so valuable that one needs to consider the importance of the child's education. Also, one needs to consider how to go about nurturing those bright minds so one day they can become independent individuals. As Educators, one needs to be aware of the short-term effects as well as the long-term effects in which education may play on the child's views of the world.

The purpose of this paper is to review an article published by Reeika Irs that focuses on education assessment involving performance management and appraisal as well as pay for performance in the Estonian education sector. The title of the article is “Pay-for-performance in Estonian general educational schools: the situation for further development.” This title is clear and appropriate. The article was written and received on September 07, 2009, revised on November 02, 2010 and finally accepted for publication on July12, 2011.The article runs from pages 302 to 332. Therefore the article is a 30-page document that outlines the performance of schools in Estonia by considering the adoption and implementation of pay-for- performance system (Canning, Godfrey, & Holzer-Zelazewska, 2007).