Download or read book Alternative Teacher Compensation Systems written by Emilio Landolfi and published by SAEE. This book was released on 2003-09 with total page 101 pages. Available in PDF, EPUB and Kindle. Book excerpt: A look at existing emerging alternative approaches to the single-salary teacher compensation structure found in most school districts in Canada

Download or read book Alternative Teacher Compensation written by Julia Koppich and published by . This book was released on 2009 with total page 24 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Understanding Alternative Teacher Compensation written by University of Southern California. California Policy Institute and published by . This book was released on 2005 with total page 13 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Alternative Compensation written by Samantha Long and published by . This book was released on 2008 with total page 4 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Valuing Teaching written by Jane Christine Holmberg and published by . This book was released on 2006 with total page 786 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Alternative Teacher Compensation Systems written by Bradford W. Craven and published by . This book was released on 1999 with total page 302 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Redesigning Teacher Pay written by Susan Moore Johnson and published by . This book was released on 2009 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Paying Teachers for What They Know and Do written by Allan Odden and published by Corwin Press. This book was released on 2002 with total page 268 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book discusses various pay and compensation initiatives in use nationwide, highlighting: (1) How Are Teachers Compensated?" (current status of teacher compensation and the changing context of teaching); (2) "What Have We Learned from Attempts at Change?" (three approaches to compensating teachers, recent short-lived reform efforts, and other factors supporting compensation reform); (3) "The Elements of Pay and Compensation" (traditional pay, new approaches to pay, pay for behaviors or outcomes, and benefits as part of compensation); (4) "What Is the Relationship between Pay and Motivation?" (theories of motivation, implications of motivation theories for compensation, applications to education, and compensation factors motivating teachers); (5) "Rewarding Individual Teachers for Developing and Deploying Needed Knowledge and Skills" (knowledge- and skill-based pay and examples of such pay structures); (6) "School Bonuses for Improved Student Performance" (group-based performance awards, examples of performance awards, and gain-sharing programs); (7) "Designing and Implementing Alternative Teacher Compensation Systems" (compensation and school improvement, three design strategies, and stakeholder roles); and (8) "Compensation To Enhance Teacher Quality and Supply" (staffing and compensation challenges, issues, and innovations). Two resources present generic models of knowledge- and skill-based pay and principles for implementing change in compensation. (Contains approximately 335 references.) (SM)

Download or read book The Promises and Pitfalls of Alternative Teacher Compensation Approaches written by Debbi C. Harris and published by . This book was released on 2007 with total page 41 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Alternative Teacher Compensation written by Brad Goorian and published by . This book was released on 2000 with total page pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Rewarding Teachers for Students Performance written by Jonathan A. Plucker and published by . This book was released on 2005 with total page 8 pages. Available in PDF, EPUB and Kindle. Book excerpt: Do teachers' salaries reflect their ability to teach effectively? This is an important question given that teacher salaries account for approximately 37 percent of total education expenditures across the United States. Furthermore, the objectives of the "No Child Left Behind Act (NCLB)" for increased student achievement and the presence of a highly qualified teacher in every classroom have drawn attention to this issue. In an effort to maximize the return on the investment in teachers, states and school districts across the country have experimented with a variety of teacher compensation methods, including linking teacher pay to student performance. Performance-based pay is not a new concept, but it is one that is receiving increased attention across the country. Indeed, many states and school districts are exploring alternatives to the single-salary structure to improve teacher quality and enhance student achievement. This "Education Policy Brief" examines alternative teacher compensation programs and career ladder programs aimed at recruiting and retaining highly qualified teachers. It also highlights performance-based compensation programs in use in Indiana and other states across the country. A brief list of Web resources concludes the brief. [This document was produced by the Center for Evaluation & Education Policy.].

Download or read book Superintendent and Teacher Perceptions of Performance Based Pay written by David Moyer and published by LAP Lambert Academic Publishing. This book was released on 2015-03-03 with total page 144 pages. Available in PDF, EPUB and Kindle. Book excerpt: The current policy push in America is an intense focus on teacher effectiveness. Often, legislators and business leaders assume that merit pay in education is a means to improve teacher performance despite the fact that it has never worked and is debunked by the research. In his book Superintendent and Teacher Perceptions of Performance Based Pay, Dr. Moyer examines the concepts of knowledge and skills and group performance based pay from the perspective of Illinois school superintendents and teacher association presidents to determine the extent to which these compensation systems might be a viable alternative to the single salary schedule. The book traces the history of teacher compensation, examines the role teacher motivation plays, includes lessons from districts that were early implementers, provides a detailed analysis of the research, and yields several surprising insights, including the finding that superintendents and association presidents actually agree on several major concepts that could make moving to alternative compensation systems much more feasible than might be assumed.

Download or read book LR 294 written by Nebraska. Legislature. Education Committee and published by . This book was released on 2008 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Teacher attitudes toward alternative forms of compensation beyond the traditional single salary schedule written by Erick E. Huth and published by . This book was released on 2008 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Making Schools Work written by Eric A. Hanushek and published by Brookings Institution Press. This book was released on 2010-12-01 with total page 224 pages. Available in PDF, EPUB and Kindle. Book excerpt: Educational reform is a big business in the United States. Parents, educators, and policymakers generally agree that something must be done to improve schools, but the consensus ends there. The myriad of reform documents and policy discussions that have appeared over the past decade have not helped to pinpoint exactly what should be done. The case for investment in education is an economic one: schooling improves the productivity and earnings of individuals and promotes stronger economic growth and better functioning of society. Recent trends in schooling have, however, lessened the value of society's investments as costs have risen dramatically while student performance has stayed flat or even fallen. The task is to improve performance while controlling costs. This book is the culmination of extensive discussions among a panel of economists led by Eric Hanushek. They conclude that economic considerations have been entirely absent from the development of educational policies and that economic reality is sorely needed in discussions of new policies. The book outlines an improvement plan that emphasizes changing incentives in schools and gathering information about effective approaches. Available research and analysis demonstrates that current central decisionmaking has worked poorly. Concentrating on inputs such as pupil-teacher ratios or teacher graduate degrees appears quite inferior to systems that directly reward performance. Nonetheless, since experience with such alternatives is very limited, a program of extensive evaluation appears to be in order. Attempts to institute radical change on the basis of currently available information involve substantial risks of failure. Many people today find proposals such as charter schools, expanded use of merit pay, or educational vouchers to be appealing. Yet there is little evidence of their effectiveness, and widespread adoption of these proposals is sure to run into substantial problems of im

Download or read book Teacher Pay and Teacher Quality written by Dale Ballou and published by W. E. Upjohn Institute. This book was released on 1997 with total page 208 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book asks whether higher salaries have improved the quality of newly recruited teachers. It reviews data on the characteristics of beginning teachers and shows how important features of the labor market for teachers systematically undermine efforts to improve teacher quality. The text also offers a comparison of personnel policies and staffing patterns in public and private schools, focusing on national trends in teacher recruitment. It discusses ways to measure teacher quality, examines several indicators of quality, such as student achievement and principals' ratings of their staffs, and then uses these findings to assess the evidence on salary growth and teacher recruitment. It looks at what has gone wrong with teacher recruitment and offers an analysis of the operation of the teacher labor market so as to interpret findings. These results are used to review the implications for teacher recruitment of various other reforms of current interest. The text also describes the prospects for reform by examining salary differentiation and rising standards and assesses personnel policies in the private sector to see whether private schools offer a model for reforming public education. This section details teacher quality, working conditions, and compensation policies. The book concludes with a summation of its major points. (Contains an index, approximately 315 references, 12 data tables and 17 figures.) (RJM)

Download or read book Alternative Compensation Terminology written by Cortney Rowland and published by . This book was released on 2009 with total page 15 pages. Available in PDF, EPUB and Kindle. Book excerpt: Schools, districts, and states across the nation are changing the way educators are paid. Through the Teacher Incentive Fund (TIF) and other publicly and independently funded programs, educators at every level are designing and implementing modified pay and reward structures for teachers and principals. Sometimes these initiatives are called "merit pay" and sometimes they are referred to as "pay for performance." In other situations, one might hear a program referred to as "differentiated compensation." Currently, the field uses dozens of expressions to describe these different reform efforts, including the following: (1) Merit pay; (2) Performance pay, pay for performance, or performance-based compensation; (3) Alternative compensation; (4) Differential pay (including "knowledge- and skills-based pay"); (5) Teacher incentives or incentive pay; and (6) Teacher bonuses. The discussion about what this all means and the terms that are used to describe these efforts have taken on a life of their own. The vocabulary can be confusing and imprecise, and it potentially gets in the way of a productive discussion about the substantive issues of reforming teacher pay. The misuse of these terms by education stakeholders, policymakers, and the media as well as the frequent misrepresentation of programs based on incorrect terminology have created two unfortunate situations: (1) the terms themselves are losing meaning, and (2) reform efforts are faltering before they even begin, in part because they are incorrectly described. Although all of the terms in the list above are important for a discussion about the terminology of educator pay reform, this paper focuses primarily on the first two terms, "merit pay" and "performance pay" because they are the most commonly used when discussing programs and initiatives related to alternative compensation. Furthermore, these terms are used interchangeably, and little effort is made to distinguish their meaning. When it comes to alternative compensation terminology, particularly the use of the terms "merit pay" and "performance pay," this Emerging Issues paper puts forth the following three points for policymakers, education stakeholders, and the media to consider: (1) the Center for Educator Compensation Reform (CECR) argues for the "discontinuation of the term 'merit pay.'" "Merit pay" is an outdated term that typically refers to teacher pay based on principal evaluations, which have traditionally been rife with problems; (2) CECR suggests that when stakeholders, policymakers, and the media describe an alternative compensation system, they "use terms consistently." Those individuals working on the development and/or implementation of a program should develop a communication plan that uses clear and consistent language to describe the title, goals, and design features of the program. A well-constructed plan can ensure the consistent use of terminology and must be widely shared with the public and media. The public and the media should consider such plans when communicating about alternative compensation programs to further ensure the consistent use of terminology; and (3) CECR recommends that stakeholders, policymakers, and the media "include a description of the specific measure of performance" to be rewarded when they describe alternative compensation programs. For example, will teachers receive performance awards based on student test scores, principal evaluations, or a combination of both? Including language about specific performance measures will allow those who communicate about alternative compensation to share a clear message of program design with audiences, instead of allowing audiences to speculate about what a program entails based on general or misleading terms. Quick-Reference Glossary of Terms Related to Alternative Compensation is appended. (Contains 2 tables.