Incentive Pay For Public Employees

  https://grantcoulson.files.wordpress.com/2014/04/incentiveseverywherepicturecorrect1.jpg?w=444&h=288

    Do not think about, write about or deal with  human behavior without determining the effects of incentives.

     Wherein we see the incentive system at work for teachers. All is not what it seems; however, so an alternative is offered.

The Fraser Institute

Teacher Incentive Pay that works
Vicki Alger

Teacher compensation in Canada is stuck in a time warp. It is determined by a rigid salary schedule based on tenure and advanced degrees—factors that have little if any positive impact on student achievement. Outside of the teaching profession, surveys suggest that close to three-fourths of Canadian employees already receive performance-based and variable pay. In fact, compensation based on results is the rule rather than the exception at more than eight out of 10 companies worldwide because this approach is one of the most effective strategies for attracting and retaining top talent.

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   Public employees pretending to be effective. Entertaining, but very expensive.

Countries other than Canada realize that education practices of the past cannot meet the needs of a competitive 21st century world. Consequently, the number of countries implementing incentive pay for teachers is proliferating after decades of increasing education funding overall with no commensurate improvement in student achievement.

The 10 case studies included in this global survey were selected because they reward teachers based primarily or solely on student achievement. This criterion means that numerous compensation schemes are excluded because they reward teachers based largely (if not exclusively) on inputs such as seniority, length of time teaching, professional development, or credentials, and not on student achievement. Seven additional case studies are included as examples of approaches and policies to avoid. These programs attempted to accomplish goals similar to the effective incentive pay programs, but they failed for a variety of key reasons that policymakers should keep in mind. This global survey offers key lessons for policymakers. They include: define expectations for teachers with teachers; support teachers in meeting stated expectations; reward teachers as promised; build programs to last with smarter spending; and promote a culture of continuous improvement.

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    I have another method. Be effective or don’t work here. Seems to work when coupled with intensive training and supervision. Having a union rules out anything effective. The real problem is that all of the people who work in government only have to give the appearance of doing something useful, so everyone pretend.

Government Job or Respect–Which’ll It Be?
Cheerio and ttfn,
Grant Coulson, Ph.D.
Author, “Days of Songs and Mirrors: A Jacobite in the ‘45.”
Cui Bono–Cherchez les Contingencies

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