Description
ASSIGNMENT 2: WEEK 5
HR Headline: 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:
IMPORTANT!!
Submit your work as an MS WORD ATTACHMENT in either a .doc, .docx, or .rtf format.
Please support your ideas, arguments, and opinions with independent research, include at least three (3) supporting references or sources (NOT Wikipedia, unknown, or anonymous sources), format your work in proper APA format, include a cover page, an abstract, 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.
Explanation & Answer
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PAY FOR PERFORMANCE IN PUBLIC SCHOOL
Pay for Performance in Public Schools
Name of Student
Name of Professor
Course No. and Title
Date Submitted
PAY FOR PERFORMANCE IN PUBLIC SCHOOL
Abstract
With the expansion of standardized testing in systems of school accountability, the idea
that teachers should be compensated in part on the basis of students’ test score gains or a more
sophisticated measure of teacher value added has gained momentum, in the recent period there
have been concerns on tying teacher compensation to the performance of the students despite the
rocky history of merit pay in public schools (Kingdom & Teal, 2007). This move has remained
controversial because this has been questioned whether it is the only appropriate means to
measure what the teachers do as there is no clear study which has proved so. The complexity of
measuring the balance between students and teachers input has made it difficult to implement
such measurement tools in the public school setup unlike in other sectors where the tool has been
proved to be very effective. This paper focuses on how organizations measure the effectiveness
of their pay-for-performance plans and the disadvantages of using a pay-for-performance plan
from the employer’s and employees’ perspective.
How organizations measure the effectiveness of pay-for-performance ...
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