Merit pay, also known as performance pay, keeps turning up on the ed blogs and in the news. How do merit pay plans work? And, coming soon, how does the merit pay debate affect New York City schools?
The gist of performance pay is that districts offer teachers increased pay on the basis of student achievement and other measures of success, often in return for weakened job security. Plans vary: some reward individual teachers, others reward schools, some are based largely on test scores, some include peer and administrator evaluations, and some offer pay increases for taking on extra responsibilities such as mentoring new teachers, or for teaching in a high-needs school or subject area.
A 2007 New York Times article noted teachers' increasing openness to merit pay programs, especially those involving teacher input and collaboration with their unions. Still, the Times pointed out, many teachers in Texas and Florida rejected merit pay plans, citing concerns about divisiveness, unfairness to teachers of high-needs students, and simplistic evaluations. Educators often say they are insulted by the idea that a little extra cash will increase their motivation to help struggling students.
Paul Tough has written extensively about teacher pay-for-performance plans on his Schoolhouse Rock blog at Slate. He launched last week with a look at political pressure on Barack Obama to push increased teacher pay but decreased job security, then spent the rest of the week examining existing performance pay programs. Tough summarized Michelle Rhee's proposed salary plan for DC teachers, which would increase salaries across the board, do away with tenure rights, and create an opt-in performance pay program while phasing out the traditional pay scale. Rhee has warned that if teachers reject her plan, she will turn, instead, to tougher evaluations and licensing requirements, making it easier to fire teachers.