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The Ethics of Merit Pay
Transcript of The Ethics of Merit Pay
The Ethics of Merit Pay
MED 5308 Ethics & Leadership
The Ethics of Merit Pay
Increased Motivation=Increased Accountability,
Or Does It?
Tiered Pay and Career Structure
Are We Equal?
Effective in the 2014-2015 school year-focuses on the following educator quality and effectiveness initiatives:
(Texas Classroom Teachers Association, 2013)
Retaining Excellence-Resonating Respect
Should a sloppy teacher and a dedicated teacher earn the same salary? (Lewis, 2013)
Should I be penalized because our students are different?
Does this make education more isolated than it already is?
What motivation do teachers currently have to go above and beyond the job's basic requirements? (Lewis, 2013)
Would teachers be more motivated to lie about or cheat on test scores? (Lewis, 2013)
Why should I remain in teaching when all of corporate America pays for exemplary employees? (Lewis, 2013)
How better to reflect the esteemed way we feel about educators than through paying them more?(Lewis, 2013)
Lewis, B. (2013, ). Pros and cons of merit pay for teachers. Retrieved from http://k6educators.about.com/od/assessmentandtesting/a/meritypay.htm
Ritter, G. C. (2010). The Delicate Task of Developing an Attractive Merit Pay Plan for Teachers. (cover story). Phi Delta Kappan, 91(8), 32-37.
Johnson, S. P. (2010). Merit Pay for a New Generation. Educational Leadership, 67(8), 48-52.
Texas Classroom Teachers Association. (2013, July 11). Educator excellence innovation program. Retrieved from https://tcta.org/node/13606-educator_excellence_innovation_program
Incentive Pay Plan 2013-2014
Approved Thursday, November 21, 2013, by the Waco ISD Board of Trustees unanimously
Performance-based plan, dubbed
Sets expectations for student performance and provides bonuses for campuses and teachers who meet or surpass those expectations.
Component 1: Campus Met Standard
Ten dollars per student enrolled on a campus the first instructional day in May of the tested school year will be given for campuses earning TEA Met Standard status
Campus committees will determine usage of component one monies
My-Low-SES Students Passed!
Non GT-Identified Students
• If 60% to 75% of the low SES students pass STAAR, the STAAR teacher of record receives $25 per student.
• If 75.01% to 90% of the low SES students pass STAAR, the STAAR teacher of record receives $35 per student.
• If more than 90% of the low SES students pass STAAR, the STAAR teacher of record receives $50 per student.
ATLAS GT-Identified Students
• If 60 to 75% of the low SES students pass STAAR at the Advanced Level, the STAAR teacher of record receives $25 per student.
• If 75.01% to 90% of the low SES students pass STAAR at the Advanced Level, the STAAR teacher of record receives $35 per student.
• If more than 90% of the low SES students pass STAAR at the Advanced Level, the STAAR teacher of record receives $50 per student.
GT-Identified Students in Mixed Classes
• If the GT-mixed STAAR passing rate is 60% to 75%, the STAAR teacher of record receives $25 per student.
• If the GT-mixed STAAR passing rate is 75.01% to 90%, the STAAR teacher of record receives $35 per student.
• If the GT-mixed STAAR passing rate is more than 90%, the STAAR teacher of record receives $50 per student.
Component Three: Advanced Placement Teachers
•$55 per student who scores a 3 on the AP exam for the course
•$65 per student who scores a 4 on the AP exam for the course
•$75 per student who scores a 5 on the AP exam for the course
Merit pay, also known as pay-for-performance, is defined as a raise in pay based on a set of criteria set by the employer. Although there are both critics and supporters of merit pay for teachers, they have all agreed that there are numerous tough questions that would have to be answered before implementation could be considered. These questions are almost impossible to come to an agreement on because they deal with morals and ethics. What criteria is fair and just in the field of education?
Special assignments, no classroom during assignments
After finishing these special contributions, Tier IV teachers would return to the classroom and be eligible for new assignments as they became available
Expected to exercise pedagogical leadership
Pedagogy, Success with students, Commitment to colleagues’ development
Continue to teach full-time while serving as models and mentors for their peers
Eligible for school-based leadership roles-in addition to their work as classroom teachers
Tier III compensation supplemented by a stipend or release time for these assigned roles
Gain tenure when moved to this tier
Reach the top step in Tier II and remain there as long as you perform effectively
Salaries would increase with cost-of-living allowances or across the-board raises.