Is Merit Pay For Teachers The Answer?

Regarding education, everyone has their own opinion. But does anyone have a really perfect solution? One suggested solution to the discussion over the past few years is the payment of teacher performance (Wright, 2003). As we all know, teachers are often criticized by the public for educational failures. But it is worth the solution. Wright (2003) pointed out that there are some serious problems, although there is some verification about the way of thinking of performance pay. As public interest in the quality of education rises more and more, public interest in teacher accountability and performance is rising.

Performance-based teacher fee or performance fee is the theme of trend education. In general, compensation by teachers is often controversial. Performance-linked remuneration ties class content (such as standardized test scores and teacher's assessments) to a payroll plan. Performance-based remuneration arises from a company model based on teacher salary. In Denver, Colorado, a good school teacher receives more school districts, but a better-performing teacher receives more school districts. The program called ProComp is considered a nationwide model of performance-based compensation. ProComp is designed to positively influence important issues such as student achievement, teacher retention, teacher recruitment. The plan is considered to promote these areas, but it has critics

Associating a teacher's bonus with a student's grade, rating, or other metric is a common way to implement a teacher's grades compensation plan. The State of Texas relates to the accomplishment of students known as the Regional Excellence Teacher Award who received $ 392 million in funds from the national budget for 2010 to 2011 and paid 180,000 people during the implementation period Teacher bonus program was implemented. Worker bonus Originally known as model program by Texas Governor Rick Perry, program funds were reduced to $ 240,000 and only 18,000 bonus was paid based on the 2012 to 2013 budget year. At the peak of the program, about 295 regions participated in the program.

Several performance payroll plans are designed to reward the excellent work of individual teachers. Others are based on the assumption that student progress depends on the collaboration of the education team, resulting in a bonus or salary increase for all staff (and sometimes non-experts) at a particular school. Performance pay should not be confused with the reward for a specific certificate whether it is an advanced degree or a certificate based on a colleague's evaluation. It should also not be confused with skill based rewards with "hard wages" for qualified teachers (eg ability to teach calculus) and specific difficult tasks (eg lesson in low-income areas). High salary