Here is a guest post by Avi Waksberg. NG
Should we pay teachers performance bonuses for teachers based on standardised testing of their pupils? The teachers I’ve spoken to about this have invariably argued that it encourages them to ‘teach to the test’ whilst neglecting hard to test skills. In contrast, most economists I’ve spoken with favour some kind of ‘merit pay’, often raising promising examples from Israel (Lavy 2004) or Colorado (see de Grow 2007). However, imposing performance-based compensation upon hostile teachers seems a good way to ensure the approach does not work. (Chait 2007).
I am confident that people respond to incentives. However, teaching is difficult to quantify, complex and multidimensional. These are job characteristics that Dixit (2002) found tend to make performance pay less likely to be used. This leads to a situation where we focus on simplified metrics. But if incentives are not well targeted or the desired outcome accurately measured, then the response will be to overly focus on those aspects that are measured at the expense of other responsibilities. This is what underlies the complaint that teachers would be encouraged to ‘teach to the test’.
Moreover, there is no consensus on what constitutes teaching excellence. Is a teacher supposed to maximise: grades, enthusiasm for learning, clear thinking, university entrance, lifetime income, or life satisfaction? Goldhaber (2009) argued that while we may know little about how to objectively and accurately quantify teacher productivity, this problem is surmountable using merit pay programs with several evaluation components (such as Principal or peer evaluation, school-wide analysis, professional development and incentives for hard-to-fill skills and positions). However, any form of merit pay would still require the support of teachers, schools and administrators. Successful programs often emphasize collaboration and improvement rather than dividing teachers into ‘winners’ and ‘losers’.
I have a suggestion that, while incentive-based, seems to have registered a more positive response from teachers I have interviewed. Instead of rewards based on test results, I suggest offering prizes to teachers for posting excellent lesson plans to password-protected teachers’ forums (such as the Ultranet that is used in Victoria). This would potentially have the added advantage of encouraging a sense of sharing and collegiality among teachers, whilst not making them feel under-appreciated and judged in the way that bonuses based on testing can. If only teachers who are logged into secure forums can download the lesson plans, then it would be easy to simply record unique downloads (i.e. the number of downloads from different teacher logins as opposed to total number of downloads) and offer rewards to teachers for the most downloaded lesson plans in each year and subject. This approach has the advantage of addressing the tricky problem: what quantifies good teaching? In essence, we let the people who are best qualified to answer, the teachers themselves, decide what represents the best in their field.
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