No Merit for Teachers Part 3

I understand that union based laborers think they are entitled, and they should get exactly what they ask for. Seeing as this thought process has impeded negotiations with the Nashua Teachers Union and the city of Nashua, I have a better idea. Why not run the school more like a business and pay teachers based on the good (and hard) work they do? Keep in mind you already have a system in place for merit pay that does NOT include student evaluations. In the work force, the worker has a supervisor, who has a manager, who has another boss and so on. In the school, a teacher has a department head, who has an academy head, who may have a vice principal who has a principal (do I have to keep going, or can I stop at principal?). So as we see the structure is very similar.

In the work force, the supervisor watches and evaluates the work being done at the most intimate level. The input of the supervisor is very important to the evaluation of the worker. The manager is the boss of the supervisor, and is responsible for the evaluation of and for the supervisors. Hence the manager is the balance for a fair evaluation of the teacher by the supervisor. Further, the final decision on increases is made a step removed from the worker (IE manager or higher).

Teachers tell students to think outside the box, please apply such advice here. Now if you insert the word "teacher" for the word "worker" and "department head" for "supervisor" (and so on) you will see how this structure falls into place. Your ability to perform with the students you have (whether they are top of the class or future drop-outs) would be evaluated by your department head. Your department head has been in your shoes, and is still in the classroom. Because they are responsible for the same job as a teacher, they know how difficult teaching is. The department head is in the best position to give a teacher a fair evaluation. Administration then reviews the evaluation and you receive the increases due to you for your performance with your students. Not only will this style of management work, but it has been working for decades in the modern business world.

Now to be preemptive, I know the department head has classes to teach, and can not be in your classroom everyday to watch you work. They do not need to be over your shoulder to evaluate your abilities. In the work force, there are many times I have had to evaluate employees with whom I saw two or three times a weeks. They were judged the same way as employees who I saw on a daily basis; their ability to show up and complete their job. Margins we added to all employees to allow for intricacies of their respective position. These margins also allow for issues relating to individual positions. For a teacher, this would account for teaching students of differing calibers. The margin of error for a supervisor is limited by the adequacy of the supervisor and their respective boss. In other words, if you could not "cut the mustard" in the position you hold, you would not retain your post. This system adds accountability to your boss, not just you. You are held to a standard, and so is the management; Perform or move on.

To sum up my idea, if you are a good teacher, you would reap the benefits of a higher salary, and compensations would not be such a burden on your paycheck. You would be wealthier if you are an "above and beyond" teacher. On the flip side, you would hate merit pay if you are a "do nothing" teacher who feels you are entitled. If you teach economics, think about the "free market system" and how competition breeds greatness. If you know you can make more money by working smarter, you're going to put more effort into your job. On the flip side, you also know that if you do nothing, you are not going to get the compensation you desire and may lose your job. This is fair. In the work place you must perform you duties or lose your job. The better you perform, the higher your compensation at time of review.

I want the teachers to have a fair contract, and I would love for them to receive past due compensation. But if you're going to take things out on my kids (the ones I am currently teaching) then I have no pity for your situation. I have proposed an idea that I think is fair, though it would need to be fine tuned. Consider it a viable framework and think of a way to expand and adjust it as needed. I am more then willing to work with any suggestions you have, and I am full of ideas. Problem solving is a gift of mine.