Merit Pay for Teachers

Why are teachers afraid of a performance based system???

5 Things you Should Know about Performance Pay for Teachers.

1. Merit Pay (Performance Pay) is NOT Punitive.

Merit pay is not about punishing teachers for failing to meet certain goals or for bad test grades. It’s about more rewards and incentives for teachers that go above and beyond the norm. Performance pay can be structured where all teachers receive a raises.… Some teachers will simply receive more of a raise for better performance.

2. It is NOT all about test scores.

Test scores will be a part of the equation, but it does not have to be the sole determining factor. Other performance pay incentives may include raises for teachers that complete training and implement certain knowledge and skill based programs, as well as evaluations on a teacher’s overall performance.

3. Performance Pay Updates an Out Dated Pay Structure:

The current teacher pay structure can be traced back as far as 1921. The original system was designed to bring equality across gender and racial lines. A new pay scale system can assure equality by keeping some elements of the current standardized increases, while adding a more dynamic performance based component.

4. Merit Pay for Teacher Shortages

It is no secret that there is a great need for teachers in: Math, Science, and Special Education. Plans for merit pay also include simply rewarding those in hard to fill positions. Look around the country at the job posting for available teacher positions….What do you see??

5. Money Motivates….enough said.

Right now there is no definite plan or structure for changing the current pay systems for teachers. There has been much discussion on how best to connect pay with performance, but there is a definite need for increased dialogue between teachers and policy makers on how exactly teachers will be evaluated on their performance and how performance pay increases will be structured.
Clear dialogue and open communication between teachers and law makers is essential so that misunderstandings are at a minimum and rhetoric simply for the sake of driving up fear among teachers is replaced with realistic conversations.

Sure I understand teachers are scared. Change can be uncomfortable, not because people will necessarily be negatively affected by change, but because the concept of change itself is uncertain, and this triggers fear.
It is important that policy makers and teachers work together on a merit pay system to assure that the structure for teacher performance evaluations are balanced and fair, and so that correct and up to date information can be communicated to teachers throughout this process to keep fear and uncertainty at a minimum.