Teacher Performance Pay Paper

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24-7-custom-writing-serviceTeacher Performance Pay Essay

Teacher Performance Pay Assignment



            The teacher performance pay framework should not be adopted because of its negative implications on the quality of education given to students and other factors in the teaching-learning surrounding that are beyond the teacher’s control.

Fails to Incorporate Issues that are Beyond the Teacher’s Control

Teachers have highlighted subjective and biased issues, such as favoritism during reviews, competition instead of collaboration, and lack of fairness.

  • Firstly, favoritism emerges during reviews when the administrators favor certain teachers with whom they have close relationships or have bribed them.

Gius (2012) explores schools in the United States and Kenya and mentions the tendency of imperfect information surfacing from agents working on behalf of the principals, which makes it hard for the teachers to be compensated for their output and efforts.

Gius, M. (2012). The Effects Of Teacher Merit Pay On Academic Attainment: An Analysis          Using District-Level Data. Journal of Economics & Economic Education Research,        13(3), 93-108.

  • Secondly, competition emerges among the teachers as they attempt to outdo each other to receive higher bonuses and ratings, which affects the principle of collaboration in the education system.

According to Millar (2013), an academy head revealed instances of heated disputes and wrangles in his school among teachers who were interested in accumulating as much money as possible, mostly at the expense of others.

Millar, F. (2013). Performance-related pay for teachers gives the wrong results for schools. The   Guardian. Retrieved from https://www.theguardian.com/education/2013/apr/08/schools-performance-pay-teachers-education

  • Thirdly, merit pay is difficult to sell to many teachers because it means inequality, which translates to unfairness, underhand methods, and the politicization of the performance rating process.

Jinnai (2016) argues that the rewards given in the performance pay system are already unfair since they are based on measures that are biased, politicized, and corrupt. ...............GET A PLAGIARISM FREE COPY