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HR Headline: Pay for Performance in Public Schools Remains Controversial
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Debates over the employment pay program identified as pay for performance have been part of the business landscape for many years (Bloom) and are now entering the field of education as well (Ballou, 2001). The debate centers on a variety of issues but it also seems to be hobbled somewhat by a lack of clarity and agreement as to what pay for performance actually is. Some in the debate seem to speak of the program as a system of base salary increases that are linked to performance appraisals while others in the debate focus on incentives. For purposes of this discussion, pay for performance means a variable pay approach that is anchored to a measurement of performance, whether the performance is linked to improvements in a students’ performance measured by standardized tests or other criteria and whether such performance is tied to an individual teacher or an entire school. Often, evaluations are based on best-to-worst forced ranking systems–known to many employees as rank and yank–which are thought to provide a way of identifying and rewarding strong performers and encouraging everyone to work harder and smarter. True pay for performance is more formalized than an occasional bonus. It is variable compensation that must be re-earned each year and does not permanently increase base salary (Silva). 2
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Running head: HR HEADLINE: PAY FOR PERFORMANCE: WEEK 5 A pay for performance system demands that all involved abandon their traditional views relative to teacher compensation. Traditionally, teacher compensation programs attempted to treat all teachers the same and based compensation on some form of pre-ordained schedule or based on tenure or education. Such systems were clear and precise but there was little incentive. Everyone was paid regardless of how well they were performing based purely on how long they had been with the company or how many d……………………
HR Headline: Pay for Performance in Public Schools Remains Controversial
