Merit Pay and the Implications on Teacher Evaluation

Overview of Merit Pay

Merit pay is a tool of assessment that is used to determine the performance of the teacher to inform pay and compensation. It requires the teachers to be paid on merit regarding their individual performance based on student’s achievements (Meng & Wu, 2015). Unlike before the introduction of the system, teachers moved up the scale without their performance being considered. The system is keen on linking the teachers’ pay with the achievement of the students. It seeks to raise the teaching standards in a bid to promoting the desired academic performance across the schools. The system is designed to foster collaboration between the teacher and the student to realize good grades in academics. Its contribution in encouraging teachers to focus on increasing the performance of the student cannot be underestimated. However, the implementation of the merit pay has been marred by contentious issues that need to be addressed to realize the desired results. 

Implications of Merit Pay on Teacher Evaluations

The impacts of the merit pay on the evaluation of teachers have contributed to the mixed reactions regarding its effectiveness and appropriateness in the education sector. For instance, merit pay influences competition among the schools, a situation that can be used to create platforms that foster collaboration (Gius, 2013). On the other hand, it cannot be used to identify good teachers since it relies solely on the performance of the students to determine those performing well. It is crucial to have a system that not only links teachers pay on student’s achievements but also can help to pinpoint good instructors. The technique will make it difficult for teachers to teach challenging students. As suggested by Gius (2013) it is vital to rely on the individual performance of the teacher rather than that of the student to determine merit pay. 

References

Gius, M. (2013). The effects of merit pay on teacher job satisfaction. Applied Economics , 45 (31), 4443-4451.

Meng, F., & Wu, J. (2015). Merit pay fairness, leader-member exchange, and job engagement: Evidence from mainland China. Review of Public Personnel Administration , 35 (1), 47-69.