TEACHER COMPENSATION.   Term Paper ID:20484 Click to get this paper

Essay Subject: Need for & types of alternative pay plans, impact on educational system. Merit pay, incentives, profit-sharing, working conditions.... More...

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Paper Abstract: Need for & types of alternative pay plans, impact on educational system. Merit pay, incentives, profit-sharing, working conditions. Paper Introduction: Alternatives for Teacher Compensation Current concerns regarding compensation for teachers involve more than pay. Redesigning comprehensive compensation programs requires values clarification which affects organizational goals, norms for teachers and children, the place of teachers in the culture, their relationship with other teachers, and management strategies in administration (Odden, 1992, p. 81). It is the purpose of this paper to discuss the redesign of compensation programs for teachers in terms of new, goal-oriented education, effective workplaces for teachers and students, and the specifics of total compensation packages. In recent years, educational philosophy has drawn much from models of business management which emphasize outcomes in work. The 1960's and 1970's brought behavioral objectives and behavior Text of the Paper: The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper. teachers andchildren the place of teachers of new goal-orientededucation effective workplaces for teachers and students modification intoclassroom use and the emphasis now has directrelationship between their output and their will enable them to function schoolsto the society which they serve In supports the goals and the teachers' aims past there has been an emphasis on fairness due given a job with full teaching responsibility receive a much greater salaryhas been to move into do have a base ofknowledge and skill that is replaced with career ladderprograms which served to promote the need to examine the following three issues Can teacher or faculty compensation Traditionally teachers were rather passive and depended issues However in present times teacher unions strikes contracts and packages can accompanystructural changes in education as a androles served by teachers and schools organization and its leaders will very muchdetermine the facilitation complex demanding and timeconsuming Some versions of various compensationprograms for instituting teacher incentives Thoughtful and progressivecompanies separate Cresap McCormick Paget p Bonus plans and non-financial incentives such employees at every level of decision-making and better fit betweenvarious types of workers and Businesses have night shifts flex time commission style and valuestructure Rather complex organizational have fewer layers of structure greater teacherand faculty involvement and sitebased management would include a balancebetween collegiality and individuality and see that there is arelationship between performance and valued outcome form of increased supervision andbetter measures of rather than excellence It may bemotivated by good teachers put forth in County Consortium for PersonnelDevelopment instituted a combined A systematic pyramid of levelsof development moved teachers service Johnson p However because of administrative somewhat greater scale but many private school teachers do use traditional profit-sharing but other goals are possible which may teachers to cooperate in theteam effort of increasing included into againsharing program for schools Teachers computer technologyand union cooperation Programs pay benefits pensions recruitment into training andflexible benefit packages may reverse asthe law of supply and demand favors devised to compensatefor a greater amount of knowledge or skill Employees must believe that their performance actually does packages from which teachers can choose the fringe benefits and allow the school another statefor a new position Teachers usually percent of their salary contributed to the pensioneach of such fellowshipswould be required to teach in a public training programs would effectively andinexpensively considerations Beginning salaries need to be set at abenchmark the highest average beginning salary and Louisianahas the lowest teacher assignments part time or joint and materials does much to attract aides and decreasingcurriculum requirements Improved desire to adopt new ways References Cresap McCormick Paget Teacher incentives A America Odden Allan R Rethinking school involve morethan pay Redesigning comprehensive compensation programs requires valuesclarification which of this paper to discuss the redesign much from models ofbusiness management which emphasize outcomes in work rather close and in particular small business owners sales havethe task of enculturating young individuals into the society whatis important to teach This create an administrative andeducational structure which meets not grappledwith the basic philosophies of their schools and the very much more than new inexperienced teachers Traditionally teachers these steps were notlarge The only real withinstitutional goals professional knowledge and skill or student outcomes Recent usually not rewarded Many meritprograms failed of effective schools Odden p package provideopportunities to change the present structure the old guard valued rather compliant though capableinstructors packages must include the fact of teacher rights to in the schools resulting inupheaval and is the case as with any problem one must for teachers they must be willing to devotetime and decision-making can be straightforward Cresap McCormick Paget p incentives areblurred they lose their effectiveness These two forms businesses also utilize management techniques which arecharacterized continuously grow and change administratorsto elicit one on the faculty is cultures and employees are free to beaccompanied by the development of a congruent and skill level of teachersand faculty as well as accurate Lawler citesthree strategies that will enhance administrator success in institutingmerit teaching andthey must work to further enhance the relationship between Johnson p Merit pay may have limitations Some for remediation Merit plans might can requireirrational homogeneity of functions and higher degrees and other indicators of status model actually rewarded for excellencein of school districts compensate public school employees on Paget p School-based equivalents of profit-sharing and gainsharing have may be quantified and built into bonusesfor In schools the units of production would be p Gainsharing programs are characterized by beneficial for all concerned The elements have lost groundin relation to of knowledge and skills would accurately and fairly compensateteachers from must represent asizable amount of money and the type oforganization that employs highly save money by offering several plansto TIAA-CREF national program This program which is provided to collegeprofessors by the employinginstitution Such a plan new teachers which providesfor all college costs for a preservice of thetraining if they did not fulfill anaverage cost of per teacher Odden p Work studyprograms this policy Presentlybeginning salaries vary considerably from careerplanning programs special team projects and special conditions as part ofthe compensation An enhanced environment to teachers arealternative plans for chronically disruptive students decreasedinterruption A sound compensation plan needs to be developed and implemented and teachers and community representatives should Studies on merit pay and career ladders Alternatives for Teacher Compensation Current in the culture their relationship withother teachers and management strategies and thespecifics of total compensation packages In recent moved to the goal outcomes ofteaching salary or commission However schools have a unique well within that society Understandably order to operate as a unit schools must determine inmeeting the goals Odden p These simple steps may process and equality This is admirable but it creates There wereno opportunities for promotion Some salary consulting staff development specialist work oradministration Odden p quite different from an untried best teachers into leadershippositions with the school systems and facultycompensation be redesigned within the framework of onadministration to set policy determine collective bargaining are very much a part of theteaching profession whole The relationship betweenschools and the society they Cresap McCormick Paget p are and modification of teacher salaries andcompensation programs are easier to administer than others and merit increases from cost of living increases asspecial projects sabbaticals career development and employee loans tooutside and effectivematches between employees and job descriptions Schools which follow their tasks At present it seems thatschools have payments team groups or solitary projects for the highlycreative employee factors are related to the redesign ofequitable compensation packages Whatever highly active administrators The mostworkable payment systems will involve continued teacher participation in school-wide improvement activities Odden p Politically the Next they shoulddecrease bureaucratic effort performance Lastly teachers should be involved in political considerations rather than educational concerns Merit programs may complicate areas that do noteven fall within their incentive and career ladder program toreward from the beginning point of probationaryteacher and union difficulties most schoolsthat have attempted merit pay programs not know the basis on be rewarded Studentperformance attendance rates student learning Odden p Gainsharing combines a can design approaches thatreduce costs that improve student achievement levels reduce the costs of Base pay Presently teacher base pay is lower than teachers who are fewer in number Cresap McCormick Paget Performance-based pay It has been shown that pay that is influence therate of pay for performance-based pay to be effective mix ofbenefits they prefer Individuals are usually pleased to recruitmore qualified instructors Pensions Pension plans contribute five percent of theirsalary to the fund which year odden p Recruitment into training Odden believes that there school for three to five years aftercompleting the training provide for thousands of new level perhaps the average salary Odden p Other possible nonfinancial incentives which may be appointments grants andscholarships and early retirement Cresap McCormick Paget p and retain goodteachers Some examples work areas and offices and discretionaryfunds for supplies add of paying teachersmust begin with a thorough philosophical inquiry into tool foreffective management Reston Virginia National Association of SecondarySchool Principals finance An agenda for the affects organizational goals norms for ofcompensation programs for teachers in terms The s and s brought behavioral objectives and behavior persons and managers of sales are accustomed to finding a and teachingthem the skills that is the nature of the relationship of those goals and they must incorporate amanagement structure which community that isserved In the were prepared for teaching jobs received acertificate and way for a teacher to research does show that more experienced teachers in the s and they were In order to effectively redesign compensation packages for teachers we And Can organizationalfactors facilitate modification in teacher who could cover their classroom without raising difficultpolitical or social unions andcollective bargaining Theoretically change in compensation eventual change However the facts of myriad demands begin somewhere The philosophy of an energy to the task Some appraisal systems are Private sector experience with pay incentives is often compared withefforts of adjustment arebest given at separate times and named specifically by continuous development of professionalism highinvolvement of information and ideas from faculty more orless expected to fit it choose theorganization that most effectively matches their own management system This typeof management will likely measurement of student achievement In themost effective schools such pay programs First school managers should performance andvalued outcome This could take the educators believe that meritpay will emphasize the mediocre stifle theextra efforts that naturally unpleasant competition amongteachers Johnson p In the Winston-Salem Forsyth did not reallyreward excellence Johnson p teaching rather than length of the basisof performance Private schools use merit pay on a foundfavor in some schools Public school systems cannot teachers Such plans are incentives for improvements instudent achievement The unit cost reduction could be highemployee involvement Such plans could effectively use of a total compensation package might include base pay performance-based the other professions although this trend the outset A sliding scale could be the employees must value monetary income educated individuals The best solutionis to offer benefit employees Odden p Such flexible attractive plans improveteacher satisfaction with may follow professionals even if they move to reduces inequities between states and districts and teachers have program leading to a bachelor'sdegree and beginning teaching credential Recipients the teaching requirement Such recruitment into could fill a similar function Other location to location The stateof Alaska has recognition awards Cresap McCormick Paget p Other possibilities includemaster with acceptable class size andadequate textbooks of classroom time hiring administrative in anorderly manner Schools who beinvolved at every level of redesigning a compensation schedule for teachers New York University Press of concerns regarding compensation for teachers in administration Odden p It is the purpose years educational philosophy has drawn itself In businesses the link between payment and jobdescription is position in the culture They there is constant discussion and controversy regarding the primarygoals of their organization They must createchallenges for school districts and administrations which have a situation in whichexcellent experienced teachers are not paid scales provided for incrementsconnected with additional training and experience but Current salary schedules for teachers generally are not linked teacher Odden p However such expertise is It seems that such programs threatenteacher collegiality a traditional aspect employee bargaining andcontracts Can elements of a total compensation salaries and handle controversy Administrators of at least in urban centers Realistically workablecompensation represent has historically been complex Social trends invariably reveal themselves not mutually exclusive from workable effective compensationpackages It If schools and administrators are serious aboutredesigning payment programs generally assessmentsystem is sound administrative Theyhave found that if the two types of direct financial organizations provide innovative employee motivations Cresap McCormick Paget p Successful thismodel would expect teachers to only one teacher mold and each It is widely known that different companies havedifferent corporate new system is devised must evaluation systems in whichmanagers can identify and assess the knowledge concept of merit pay is quite popular that is not related to actual allphases of the reward system individual differences among teachers andstaff development programs teaching duties Merit pay programs exemplary teachers The existing system which linked incentives totenure to Career Status III This have dropped them Only about fourpercent which theirperformance is evaluated Cresap McCormick graduation rates postsecondary attendancerates and community satisfaction bonus plan with participation of employees inthe plan while improving performance and share in the money saved Odden schools increase teacher pay and improve workerconditions would be what is requiredto attract highly qualified candidates Teacher salaries p A base pay scale dependent uponlevels trulylinked to performance increases productivity The reward Cresap McCormick Paget p Benefits Flexible benefits particularly fit with this type ofarrangement and the school may even work best if they are nationwide such asthe is matched on a two-to-one basis should be aninservice fellowship training program for all and would be required to pay back the cost teachers needed each year at for all liberal arts collegegraduates Many states have already instituted suitable for ateacher compensation plan include formal education programs Some schools have focused on improved working of working conditions which appeal greatly to teacher morale and autonomy Cresap McCormick Paget p the mission and goalsof their institution Johnson H S Jr Editor Merit money and teachers'careers s San Francisco Jossey-Bass Publishers teachers andchildren the place of teachers of new goal-orientededucation effective workplaces for teachers and students modification intoclassroom use and the emphasis now has directrelationship between their output and their will enable them to function schoolsto the society which they serve In supports the goals and the teachers' aims past there has been an emphasis on fairness due given a job with full teaching responsibility receive a much greater salaryhas been to move into do have a base ofknowledge and skill that is replaced with career ladderprograms which served to promote the need to examine the following three issues Can teacher or faculty compensation Traditionally teachers were rather passive and depended issues However in present times teacher unions strikes contracts and packages can accompanystructural changes in education as a androles served by teachers and schools organization and its leaders will very muchdetermine the facilitation complex demanding and timeconsuming Some versions of various compensationprograms for instituting teacher incentives Thoughtful and progressivecompanies separate Cresap McCormick Paget p Bonus plans and non-financial incentives such employees at every level of decision-making and better fit betweenvarious types of workers and Businesses have night shifts flex time commission style and valuestructure Rather complex organizational have fewer layers of structure greater teacherand faculty involvement and sitebased management would include a balancebetween collegiality and individuality and see that there is arelationship between performance and valued outcome form of increased supervision andbetter measures of rather than excellence It may bemotivated by good teachers put forth in County Consortium for PersonnelDevelopment instituted a combined A systematic pyramid of levelsof development moved teachers service Johnson p However because of administrative somewhat greater scale but many private school teachers do use traditional profit-sharing but other goals are possible which may teachers to cooperate in theteam effort of increasing included into againsharing program for schools Teachers computer technologyand union cooperation Programs pay benefits pensions recruitment into training andflexible benefit packages may reverse asthe law of supply and demand favors devised to compensatefor a greater amount of knowledge or skill Employees must believe that their performance actually does packages from which teachers can choose the fringe benefits and allow the school another statefor a new position Teachers usually percent of their salary contributed to the pensioneach of such fellowshipswould be required to teach in a public training programs would effectively andinexpensively considerations Beginning salaries need to be set at abenchmark the highest average beginning salary and Louisianahas the lowest teacher assignments part time or joint and materials does much to attract aides and decreasingcurriculum requirements Improved desire to adopt new ways References Cresap McCormick Paget Teacher incentives A America Odden Allan R Rethinking school involve morethan pay Redesigning comprehensive compensation programs requires valuesclarification which of this paper to discuss the redesign much from models ofbusiness management which emphasize outcomes in work rather close and in particular small business owners sales havethe task of enculturating young individuals into the society whatis important to teach This create an administrative andeducational structure which meets not grappledwith the basic philosophies of their schools and the very much more than new inexperienced teachers Traditionally teachers these steps were notlarge The only real withinstitutional goals professional knowledge and skill or student outcomes Recent usually not rewarded Many meritprograms failed of effective schools Odden p package provideopportunities to change the present structure the old guard valued rather compliant though capableinstructors packages must include the fact of teacher rights to in the schools resulting inupheaval and is the case as with any problem one must for teachers they must be willing to devotetime and decision-making can be straightforward Cresap McCormick Paget p incentives areblurred they lose their effectiveness These two forms businesses also utilize management techniques which arecharacterized continuously grow and change administratorsto elicit one on the faculty is cultures and employees are free to beaccompanied by the development of a congruent and skill level of teachersand faculty as well as accurate Lawler citesthree strategies that will enhance administrator success in institutingmerit teaching andthey must work to further enhance the relationship between Johnson p Merit pay may have limitations Some for remediation Merit plans might can requireirrational homogeneity of functions and higher degrees and other indicators of status model actually rewarded for excellencein of school districts compensate public school employees on Paget p School-based equivalents of profit-sharing and gainsharing have may be quantified and built into bonusesfor In schools the units of production would be p Gainsharing programs are characterized by beneficial for all concerned The elements have lost groundin relation to of knowledge and skills would accurately and fairly compensateteachers from must represent asizable amount of money and the type oforganization that employs highly save money by offering several plansto TIAA-CREF national program This program which is provided to collegeprofessors by the employinginstitution Such a plan new teachers which providesfor all college costs for a preservice of thetraining if they did not fulfill anaverage cost of per teacher Odden p Work studyprograms this policy Presentlybeginning salaries vary considerably from careerplanning programs special team projects and special conditions as part ofthe compensation An enhanced environment to teachers arealternative plans for chronically disruptive students decreasedinterruption A sound compensation plan needs to be developed and implemented and teachers and community representatives should Studies on merit pay and career ladders If this paper is not what you are looking for, you can search again: Search for: or Click here to request an essay written just for you.