Pay for performance plans discussion

timer Asked: Mar 6th, 2019
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Question Description

Pay for Performance in Public Schools Remains Controversial

"Pay for Performance" has made inroads in business, but has remained a hard sell in public school systems. There are some successful examples where teacher pay has been linked to student test scores. In Minnesota some districts have stopped giving automatic raises for seniority and base 60% of all pay increases on performance. In Denver, unions and school districts designed an incentive program where teachers receive bonuses for student achievement and for earning national teaching certificates. However, some plans have not worked. For example, Cincinnati teachers voted against a merit pay proposal and Philadelphia teachers gave their bonus checks to charity rather than cashing them. It appears that having teachers involved in planning the incentive system is one key factor to success. The same can be said for all incentive plans - if employees don't buy into them, they will not work.

Questions to Research:
1. How could an organization measure the effectiveness of their pay-for-performance plans?

2. From an employee's perspective, what are the disadvantages of using a pay-for-performance plan?

3. From an employer's perspective, what are the disadvantages of using a pay-for-performance plan?

Research Paper Instructions:
a minimum of 3 FULL pages of written content, and a reference section. Double space all work and cite all listed references properly in text in accordance with the 6th edition of the APA manual, chapters 6 & 7.

Tutor Answer

School: UT Austin



Pay for performance plans
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Pay for performance plan is a structure of compensating employees that is prepared based on the
assessment of done regarding their performance. An effective plan is the one that is prepared with
the incorporation of employees. In case an organization does not involve its employees in the
preparation of this plan, the performance in that particular organization is deemed to be ineffective.
For instance, the effectiveness of the pay for performance plans is measured in various ways that
help an organization in the determination of its performance based on their payment structures
(Ballou, 2001). Such ways of measuring the effectiveness of the performance include equitable
and fair rewards, rewards driven by performance, flexibility, and choice that have competitive
benefits, competitive market salaries, and rewards due to performance in the market and leading
in the market.
Firstly, equitable and fair rewards help to measure the pay for performance through having
appropriate remunerations and wages to both male and female workers. All the workers in an
organization deserve to be treated equally and thus an active pay for performance is measured by
how an organization equally treat both female and male employees. Fairness is a significant factor
in an organization since it brings the aspect of equality amongst the employees which acts as a
motivation to them since they feel that they are at the same level as t...

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Tutor went the extra mile to help me with this essay. Citations were a bit shaky but I appreciated how well he handled APA styles and how ok he was to change them even though I didnt specify. Got a B+ which is believable and acceptable.

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