Reward your best teachers for the great work they do!
Is your school system considering teacher merit pay? Now is the time to know the potential pitfalls and learn from the experiences of other districts. Respected experts Ritter and Barnett provide a step-by-step approach to merit pay that draws on best practices from effective, successful programs. You’ll find:
- A user-friendly summary of existing merit pay programs and their strengths and weaknesses
- Six essential principles for designing a program that supports teacher professional development, schoolwide progress, and student achievement
- How-to’s and tools for every phase of program development, including collaborating with teachers to create balanced assessment tools
|Product dimensions:||7.00(w) x 9.90(h) x 0.50(d)|
Table of Contents
ForewordPrefaceAcknowledgmentsAbout the Authors1. Introduction: Merit Pay as Educational Fad or Genuine Solution What Is Merit Pay? Why the Interest in Merit Pay? What’s Wrong with the Current Salary System? How Might Merit Pay Help? Why is Merit Pay So Complicated?2. Why Is Merit Pay Gaining Momentum? A Brief History3. What Can a Merit Plan Do for Your Teachers and Students? Evidence on Merit Pay Studies on Teacher Attitudes Studies on Student Achievement Summary of Evidence4. The Top 12 Criticisms of Merit Pay 1. Merit Pay Discourages Teaching Disadvantaged Students 2. Merit Pay Encourages Teaching to the Test 3. What About Teachers of Nontested Subjects? 4. Merit Pay Assumes Teachers Teach for the Money; They Don't! 5. Teacher Merit Is Just Too Hard to Measure 6. Merit Pay Ratings Are Based on a Secret Formula 7. Teachers Are Already Working as Hard as They Can 8. Merit Pay Bonuses Are Too Small to Matter 9. How Is Measuring Teacher Effectiveness Supposed to Improve Instruction? 10. Merit Pay Encourages Counterproductive Competition and Discourages Collegiality 11. States Can't Afford Merit Pay During Times of Fiscal Austerity 12. Merit Pay Is an Unproven Reform5. Guiding Principles and Pesky Questions Guiding Principles for Designing and Implementing a Merit Pay Plan Principle 1: The Evaluation System Must Be Clear and Understandable Principle 2: Consistent Communication Is Critical Principle 3: Evaluations Should Be Based on Multiple and Thoughtful Measures of Effectiveness Principle 4: Plans Should Actively Encourage Collaboration and Discourage Counterproductive Competition Principle 5: Merit Pay Plans Should Be Part of a Comprehensive School Improvement Strategy Principle 6: Merit Pay Bonuses Should Be Substantial and Meaningful Pesky Questions Identifying Program Participants Measuring Teacher Effectiveness Ratings and Rewards6. Timelines for Program Development and Implementation Program Implementation Timeline Step 1: Mulling It Over Step 2: Organizing a Merit Pay Exploratory Committee Step 3: First Meeting With the Exploratory Committee Step 4: Introducing the Concept to the Full School Community Step 5: Details, Details, Details Step 6: Finalizing and Ratifying the Plan, or "Rocking the Vote " Step 7: Getting Ready to Roll Out the Plan Step 8: Gentlemen, Start Your Engines Step 9: Checking In Step 10: Show Me the Money7. RAMP: Ramping Up Teacher Pay in Your School RAMP: General Overview RAMP: Details Supervisor Evaluation Schoolwide Student Achievement Individual Classroom Achievement Translating the Ratings Into Dollars Closing8. Conclusions Finding Funding Expectations for Your Program Closing Appendix A: Sample Teacher Survey Appendix B: Project on Incentives in Teaching (POINT) Teacher Survey Appendix C: Sample Report CardReferencesIndex RAMP: Applying the Principles