I've always been a fan of performance pay for teachers. It makes complete sense to me. Part of that might be because my Mom worked in a school district that uses a
points system to help establish pay increases. She has said that the system felt fair and that there was a way for teachers to appeal how many points they received that year, but that her building principal had told her that nobody had ever utilized it (another indication of it's perceived fairness).
Apparently, that district is in the process of changing their merit pay system - with input from teachers and community members. Check it out
here (it's actually interesting).
I appreciate Mr. Collins' discussion of this topic. I'm going to quickly hit each of his talking points and add my own thoughts - all in the name of a good discussion. You can reference his thoughts on the post below.
1) I'm still not sold on the idea of tenure in K-12 education. I can clearly see a need for a tenure system at a research institution like the University of Illinois - professors are doing research and need to know they can publish controversial findings without any retribution. What's the equivalency in a middle school?
I've heard the argument that tenure protects the more experienced teachers (read:
expensive) from being fired as a way to save costs and tt also encourages teachers to stick around knowing they have some job security. I can see some validity in those points, but administrators and school boards DO want to keep GOOD teachers - it reflects positively on them to have the community see that they're keeping good teachers that are educating their students. And, with a merit pay system in place, it would become the responsibility of administrators to hold their teachers accountable for their effectiveness. I think a positive, effective work environment is the key to keeping teachers around (especially if money is not an incentive, as Mr. Collins claims).
2) True. Teachers don't enter teaching to become rich. However, for a large percentage of the country, an average teacher salary isn't enough - they want/need more (depending on a large variety of factors) and probably think that fact a lot. If you provided them with a way to make more money in the long term, they will do it - just like the type 75 certifications. If you tell them that they can make more money by being a "better" teacher, you don't think that would be an incentive? Keep in mind that not everybody works in a suburban Chicago school where teachers MIGHT make enough money for a small increase to simply "not be worth it".
3) Yes, hard work and excellence MUST be rewarded.
4) This system sounds interesting. I'd be for it.
5) I don't necessarily like the idea that incremental increases can't be made every year in your salary. Couldn't you just make the benchmarks smaller? That's a better way to gauge how a teacher is doing - in my opinion - as opposed to having a benchmark a few years off and hoping that it all works out.
In the end, I think that we agree that the system needs to change and it sounds like Mr. Collins is PRO merit pay in SOME fashion. I guess most of my resistance is to the idea of tenure. I just feel that having some sort of merit system is a better way to reward the teachers you want to keep.
Bring on the comments!
Mr. J