Performance Based Pay Programs Melinda Hammond Aimee Sobon Dr. Melton ADMS 624

Pros of Merit and Incentive Pay Pro: Increased student achievement on high- stakes tests. Rationale: By incentivizing student achievement, teachers are more motivated to assist students who struggle with achievement on tests.

Supporting Research A cross-country study in 2010 found that countries with salary adjustments for “outstanding performance in teaching” had higher student achievement on the PISA test as compared to countries without. A two-year study in India found that students of teachers who were rewarded with bonus payments for student achievement performed better in both the math and language components.

Supporting Research District Awards for Teaching Excellence: – Teachers received monetary rewards of varying size based on student achievement data. Findings: – Students identified as Economically Disadvantaged performed better on the TAKS exam at D.A.T.E. schools. – Overall increases in student achievement on the TAKS exam were greater at D.A.T.E. schools.

Pros of Merit and Incentive Pay Pro: Attracting and retaining high-quality teaching professionals. Rationale: Research has supported that high- quality teachers are the most effective way to improve student achievement.

Supporting Research District Awards for Teaching Excellence: – Teachers received monetary rewards of varying size based on student achievement data. Findings: – Significant decrease in teacher turnover among teachers who received a D.A.T.E. award of $100 or more. – Higher levels of turnover were seen in teachers that received no D.A.T.E. award.

Cons of Merit and Incentive Pay Con: Promotes competition amongst teachers. Rationale: Teachers are more concerned with who is seeking the higher incentive. They may resent another staff member receiving a higher incentive.

Cons of Merit and Incentive Pay Con: Restricts the freedom to focus on the art of teaching. Con: Consideration is based solely on high- stakes tests. Rationale: Standardized tests/high – stakes tests follow strict pacing guides. Teachers do not have the time to deviate from the curriculum challenging students to think critically.

Supporting Research A Research and Development Education (RAND) study showed that current high-stakes test does not provide valid or reliable student achievement measures to determine teacher compensation. Research also showed that less teachers do not support compensation programs. Teachers feel high-stakes tests are affected by factors beyond their control.

References Blazer, C. (2011, October). Status of Teacher Performance Pay Programs Across The United States. Information Capsule Research Services. Gratz, D. B. (2009). Special Topic: The Problem with Performance Pay. In Educational Leadership (Vol. 67, pp ). Association for Supervision and Curriculum Development. Solmon, L. C., & Podgursky, M. (1995). The Pros and Cons of Performance- Based Compensation. Retrieved March 1, 2014, from Springer, M. G., & Winters, M. A. (2009). National Center on Performance Incentives. Nashville, TN: Vanderbilt Peabody College.