Performance-Related Pay, Not Appropriate For Schools

Performance-Related Pay, Not Appropriate For Schools

The impact of performance-based pay in different industries and sectors cuts different ways. On one end, advocates of performance-related payment say that it’s the perfect approach. Since it motivates employees and enhances the recruitment and retention of high-quality staff.
But in the education sector, this method seems to be somewhat ineffective. Research from leading experts show that; weaving pay to performance is likely to have a negligible impact on a schools performance.

Pay per Performance Isn’t Guaranteed

One stifling aspect that throws a spin into this debate is the fact that performance-related pay won’t be as effective as it is in other sectors. Education experts point to the method as one that will not help teacher retention. Or higher standards of performance in schools. Whereas this move gives school heads leeway in financial management, it may not be the antidote to low retention and better scores within the student population.
At the same time, financial incentive underlined by the performance-based pay may not be appealing to teachers for several reasons. First off, they might not be guaranteed on a consistent yearly basis especially if they aren’t permanent. Well, this means the performance and talent retention aspect stands to lose.

Repulsive Ideals

If performance related pay ideals are repulsive from a teacher’s point of view, they might be viewed to imply that teachers are rigid and inconsiderate. They depict teachers as the stumbling block to better student performance and higher pay. In some situations, this method assumes a not-so-popular approach where teachers have no powers to overcome a student’s learning difficulties. Which is needed to achieve a particular performance quota?

School Differences

The fact that schools are different may contribute significantly to this context. Teachers are unlikely to welcome the idea of teaching in areas with high levels of poverty. In schools where the odds stack against students, learning difficulties can affect performance in ways that are out of a teacher’s capacity. But in schools that enjoy affluence and all the learning aid, performance is likely to be at an all-time high. The bias in these scenarios is evident making performance-based pay unpopular.

Factors beyond a Teacher’s Control

Even though a teacher will be keen enough to amplify students’ performance, some factors stand in the way. These factors may be beyond the teacher’s control. In the face of poverty, lack of parental involvement and learning disabilities, many teachers are likely to have a difficult time in making any significant improvements performance wise. In return, this means it can be a disadvantage for a teacher who wants to make PRP work for them.

Understand Some PRP Dynamics

In trying to understand why performance-related pay is ineffective in schools, there is a need to understand some dynamics. It’s imperative to analyse whether the PRP model that works elsewhere in the same that flops in schools. Perhaps incentivising teachers through a team-based approach could turn things around. When teachers feel that they are an integral part of the PRP process, achieving the desired result will be less challenging.
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