It evaluates the advantages and disadvantages of the systems, and reveals the effects of such programs to students, teachers, the school and the society.
Performance based teacher rewards fall in two categories: group based and individual based. The criteria of determining performance are student performance and teacher skills or knowledge. The rewards are monetary. They aim towards motivating teachers and thus increasing student performance. However, non-supporters of these schemes argue that intrinsic rewards such as improved student performance motivate teachers hence these rewards are unnecessary. Disadvantages of the program come out as poor implementation, expensive, political difficulties and reduced cooperation among teachers. However, in conclusion, the writer leans towards siding with the implementation of these reward programs and especially advocating for group based rewards systems instead of individual based performance rewards.
It is agreeable that performance based reward programs display considerable advantages to the education system. The target of any education systems is ensuring optimum performance among students. Teachers contribute greatly to this performance and therefore a system of motivating teachers is in place. The salary scale rewards teachers based on experience and degrees with little consideration of their performance (Beavis, 2003). By rewarding performance, good teachers get recognition as non-performing teachers face the challenge of improving their efforts. This is positive competition all aimed at improving student performance.
Performance reward systems also promote good school administration. School principals and the board have no choice but deeply evaluate their teachers based on performance. This way, they pay attention to the quality of teachers, and learn about the mistakes made. This aims towards ensuring better student performance (Beavis, 2003). Moreover, performance rewards improve ...Show more