Teacher benefits have not improved relative to other professionals since the earliest data EPI has on benefits , so the growth in the teacher wage disadvantage has not been offset by improved benefits. The benefits of other workers would not have declined as much in recent years if they had the protection of a union, collective bargaining, and an independent voice on the job -- like public school teachers.
Teachers never have a chance to stand still or go stale. A well-constructed salary schedule rewards classroom experience, promotes continued professional learning, and promotes both retention and recruitment of quality staff. Merit pay systems force teachers to compete, rather than cooperate. They create a disincentive for teachers to share information and teaching techniques. This is especially true because there is always a limited pool of money for merit pay.
Thus, the number-one way teachers learn their craft --learning from their colleagues -- is effectively shut down. If you think we have turnover problems in teaching now, wait until new teachers have no one to turn to. The single salary schedule is the fairest, best understood, and most widely used approach to teacher compensation -- in large part because it rewards the things that make a difference in teacher quality: Plus, a salary schedule is a reliable predictor of future pay increases.
Pay for performance plans are costly to taxpayers and difficult to administer. In contrast, single salary schedules have known costs and are easy to administer.
School boards can more easily budget costs and need less time and money to evaluate employees and respond to grievances and arbitrations resulting from the evaluation system. Worse yet, there is often a lack of dedicated, ongoing funding for merit pay systems. Merit pay begs the question of fairness and objectivity in teacher assessments and the kind of teacher performance that gets "captured" -- is it a full picture, or just a snapshot in time?
Is teacher performance based on multiple measures of student achievement or simply standardized test scores? Are there teachers who are ineligible to participate in a merit plan because their field of expertise art, music, etc. By November , 50 Texas schools rejected state grants to establish merit pay programs for teachers, tied to higher student test scores.
Teachers at schools opposed to merit pay said it was not worth the extra money to break up the team spirit among teachers and spend time filling out paperwork for the program.
Most find that teaching is a calling and a gift, which includes a love of children and an ability to engage them in the learning process. Education is also complex, demanding work that requires high levels of creativity, adaptability, thoughtful planning and resourcefulness -- much of which is learned from cumulative classroom experience.
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