March 15, 2023: "Do you believe teacher compensation should be based on merit, seniority (which usually includes level of education), or a combination of both merit and seniority?"
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Reader response 1: Combination[1]
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Reader response 2: Merit![1]
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Reader response 3: Combination[1]
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Reader response 4: Both. Unfortunately, Florida is a DISGRACE and UnAmerican.[1]
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Reader response 5: A combination of both.[1]
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Reader response 6: Merit only[1]
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Reader response 7: A combination[1]
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Reader response 8: Teachers have usually reacted viscerally to proposals for merit compensation. They will tell you they believe that such plans are subject to cronyism and favoritism. Almost as bad, they will tell you that objective measures do not capture essential aspects of teaching. What's more, schools are communities which succeed or fail together. Any effort to consider merit should be considered on a school level.[1]
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Reader response 9: I have believed for many years that merit should play a role in compensation. We introduced a modest merit pay element in our professional staff contract a few years ago in the form of a merit bonus, and it created so much negative impact that it was removed from the contract when renegotiated. One teacher awarded the merit pay refused to accept it. Staff and administration could not identify a worthwhile metric. Deep discussion with staff representation revealed that our teachers value the certainty of a traditional step table with predicted income rather than introduce any uncertainty or atmosphere of competition. Finding an appropriate metric that was truly a measure of teacher performance seemed to be the greatest obstacle. I expected resistance from the staff but was surprised by the passionate opposition from our highest performing teachers, including those who had received the additional pay.[1]
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Reader response 10: Combination[1]
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Reader response 11: Seniority[1]
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Reader response 12: Combination of both merit and seniority. It’s long past time to reward those that have a proven history of getting students to excel, and not solely because they have tenure.[1]
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Reader response 13: Merit 70, seniority 30.[1]
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Reader response 14: A combination of both. Weight should also be given to the breadth and scope of continuing professional education that the teacher has achieved in the current pay cycle.[1]
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Reader response 15: I believe teacher compensation should be based on level of education and years of experience. It is a fact that there are some teachers who always go above and beyond and those who do only the minimum. Some believe that's a good reason to implement a merit-based system of compensation. As a retired special education teacher and now a school board member, I have yet to see a quality rubric for determining how "merit" is measured. If that could be created so that special education teachers are fairly and equally "compared" to classroom teachers (for example), I would consider the idea of merit-based pay for my school district.[1]
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Reader response 16: Combination of both merit and seniority[1]
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Reader response 17: Combination[1]
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Reader response 18: Yes[1]
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Reader response 19: I believe teacher pay should be based on seniority, continuing education, and “merit,” in that order. The trick is that “merit” is so very hard to measure, and is often subjective and thus subject to favoritism.[1]
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Reader response 20: Merit[1]
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Reader response 21: Merit[1]
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Reader response 22: While merit-based teacher compensation sounds like a smart idea, it turns out that measuring merit is highly subjective. Test scores, for instance, are based on a number of factors teachers cannot control, just as much as those they can—student anxiety, home life, commitment, etc. While school administrators have rubrics for performance reviews, it has been our experience that what the rubric measures depends entirely on who is doing the evaluations. Two different administrators will give opposite feedback on the same lesson, for example. Fads play a role too—you’ll get a good score for group projects one year when it’s “in,” but another year they’ll say it isn’t rigorous enough. Some of these rubrics try to force all teachers into the same teaching style, rather than allowing them the flexibility to play to their personal strengths.[1]
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Reader response 23: Merit and level of education, not seniority. I have amazing teachers making real strides in closing the learning gap and making $60K and other tenured teachers who are very checked out and the students suffer for that. Schools are a business, and our business is educating children with taxpayer dollars. We need to be fiscally responsible while educating kids. We don’t exist to employ teachers. We exist to educate kids. If our practices around collective bargaining don’t benefit the children and encourage complacency, then we need to change how we are doing things.[1]
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Reader response 24: Combination[1]
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Reader response 25: Both[1]
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Reader response 26: A combination of merit and seniority.[1]
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Reader response 27: Merit[1]
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Reader response 28: Combination of both[1]
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Reader response 29: Absolutely a combination.[1]
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Reader response 30: I believe both merit and seniority should be a factor. However, without achieving merit, seniority should also be diminished in salary consideration.[1]
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Reader response 31: Both[1]
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Reader response 32: Combination.[1]
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Reader response 33: A combination of both.[1]
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Reader response 34: It should be a combination based on merit and seniority. Let's face it, we all remember that some teachers are better at teaching than others, and it isn't always incumbent upon one or the other. One teacher having low seniority but with a proven track record of results and ability to relate to students may be better at it than one that has been there a long time but is basically getting stale at it. On the other hand, some do better and better as the years go by. There should be a way to combine both in some sort of point system. We've all had teachers that have been at it for a while that aren't very good at presenting lessons in a way that keeps us engaged, and others that are almost fresh out of college but have a knack for keeping young people interested and have a fresh approach. There's also the opposite, where some experience makes them more effective with tried-and-true methods. Teachers are people too, and we all learn and perform at different rates at any given point in our lives. Most businesses use this combination for decisions about advancement from my experience.[1]
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Reader response 35: Combination[1]
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Reader response 36: Teacher pay should be based on both merit and seniority.[1]
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Reader response 37: Combination of both[1]
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Reader response 38: Merit[1]
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Reader response 39: Merit[1]
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Reader response 40: Both[1]
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Reader response 41: I believe teacher compensation should be based on a combination of merit and seniority.[1]
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Reader response 42: Both, but the merit has to be on some sort of achievement that is objective and not subjective. It should not be test scores, as that leads to mindless test-taking-based teaching, but based on growth or catch-up growth.[1]
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Reader response 43: A combination of merit and seniority/level of education. That said, there needs to be a major overhaul so that good teachers are not penalized because their students do not perform well on standardized testing—ESPECIALLY since those results often are tied to socioeconomic reasons that are not properly calculated.[1]
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Reader response 44: It should be based on mostly merit, but seniority should be taken into account.[1]
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Reader response 45: A combination of merit and seniority[1]
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Reader response 46: A combination[1]
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Reader response 47: I think teacher compensation should be a combination of merit and seniority. I have seen older teachers who are just biding their time until retirement and not continuing to grow and teach with excellence. I have seen young teachers who act on the students' level and do not earn their respect and are not teaching with excellence either.[1]
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Reader response 48: Merit[1]
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