Botstein suggests that our society sequesters teenagers in high schools because adults “don’t like adolescents.” More options for teenagers is what Botstein wants—he suggests that they graduate at 16 and go on to other things such as joining the work force, attending specialized schools for professional training, or going to college where at least the teachers are not there because they are popular, but because they are experts in their fields, Botstein argues. Thesis: It’s true that the American high school could change for the better, but Botstein is wrong about the “poor quality of recruitment and training for high school teachers.” High school teachers are not selected based on popularity (main idea for first body paragraph), and many of them are not only experts in their fields, but far more effective teachers than the college professors that Botstein claims to be preferred because of their expertise within their fields (main idea for second body paragraph).…
As one may understand when it comes to implementing a new program within an organization it is important to have a well-thought out plan as well as measurable objectives in order to flourish. In this case, Gastroenterology Associates is implementing a program that educates the physicians and administrators about the new Merit-Based Incentive Payment System (MIPS), enforced by the Centers for Medicare and Medicaid. The overall goal is to educate the physicians and administrators in MIPS, in order to receive a higher amount of reimbursements from the government. Therefore, the plan of this intended program is to have it up and running by August 1, 2017, which gives our organization exactly three months to gather all the resources and tools needed to perform an excellent educational program. Once the program starts in August, our goal is to have all the employees fully trained and educated by mid-September, giving us plenty of time to report sufficient data by the end of the fiscal year.…
In the state of North Carolina, the statistics for teacher pay and student spending is lagging with being 42nd for the highest paid in the nation and 46th for highest per-pupil spending (Teaching in North Carolina). Also, it has been made known that UNC systems enrollment in education programs is down roughly thirty percent since 2010 (Teaching in North Carolina). With all mentioned, North Carolina teachers are being down-graded and undervalued. Their lack of being down-graded and undervalued will haunt North Carolina as they begin losing their most influential and enthusiastic teachers. Parents and guardians want the absolute greatest for their children and majority of the time, education is the only chance their children have to ensure future…
In the article the authors explain the different hypotheses behind merit pay, along with the Principle Agent Model to show why merit pay in public schools is so rare. The “nature of teaching” hypothesis states how difficult it is to evaluate a teacher. This hypothesis shows that the likelihood of merit pay working in public school very inconceivable, do to all the other factors that affect public school curriculum, like focusing on a topic for longer then the curriculum states should spent on a topic. On the contrary the ”political cost” hypothesis insists that there is nothing ingrained in teaching that makes merit pay not work. The hypothesis uses the statistics for merit pay in private schools to the statics of merit pay in public to back up the statement that merit pay can most certainly work in public schools. This information shows that the merit pay system most definitely works in public schools despite the fact that it is rarely used.…
Every student across America has at least one memorable teacher. For Diane Ravitch, it was Mrs. Ratliff—literature loving, demanding, challenging, encouraging, and respectful. She was a teacher who did not produce the hard data that is demanded today. The data-driven education leaders are looking for assessment driven and union-disliking teachers who aren’t so worried about tenure. But why would teachers give unions and tenure up? Ravitch declares that teachers need their basic rights protected and states in her book, “That’s one important reason teachers joined unions: to protect their right to think, speak, and teach without fear” (174). Critics believe that unions are directly related to poor academic achievement, avoiding topics such as economy or communities that students come from. Along with this, they believe tenure should be given up. It is rewarded to teachers after a few years, and it is only given to those who respectively deserve it. The principal is the key factor in deciding this, so he or she should have prior experience in the teaching field to know what to look for. Of course, it is important that district officials and school boards should set up processes for both unions and tenure that are fair and thoughtful, allowing them to evaluate teachers in a more deliberative fashion too.…
Imagine this: you're a teacher at a very prestigious school, with an exceptional group of students. Your students try their hardest, but some subjects of the curriculum are more difficult than others. Most kids do well on the tests, with a few slipping through the cracks, and the only thought you have is, “how will this affect my paycheck?” Merit pay, according to google, is the raise in pay based on a set of criteria set by the employer. Merit pay is nothing but pernicious to not only the teacher, but the student and school as well. Pay for performance leads to no improvement in teaching by stripping teachers of their motivation to teach. It also leads to a narrower curriculum and ultimately more test prep and money. Additionally, it ultimately leads to corrupt incidences, such as the situations in Atlanta, North Carolina and New York.…
• Kantrowitz, B., & Wingert, P. (2000, October 2). Teachers wanted. Newsweek, 136 (14), 37-42.…
"Nothing helps a child learn as much as a great teacher," said Secretary Spellings (October 8, 2008, press release). "Yet we often find our most experienced and effective teachers in our least challenging settings. Until this trend is reversed, we will not be able to solve our education system 's - and our country 's - biggest challenges. We must do a better job of treating teachers like the professionals they are and rewarding those who take on tougher work and get results." By encouraging effective professional development this encourages teachers to better themselves to better educate our children. This also provides funds for programs that encourage teachers to remain current on educational trends. With these provisions a significant portion of this money is often spent to help teachers better prepare students for standardized testing. NCLB receives grants for excellence in teaching. This money is provided to reward successful teachers and principals. The downside is that the success of teachers and principals is often measured through the same flawed instrument of students ' test scores on the standardized tests. In 2006 President Bush created the Teacher Incentive Fund, which supports districts in rewarding teachers and principals who have increased student achievement and helps to recruit and retain high quality teachers and principals in the neediest…
Initially, students get to evaluate their own teachers. Next, teachers get to rate or evaluate other teachers teaching the same subjects (i.e., English teachers rating English teachers), since they would probably know which teachers are most respected among their peers. Lastly, the other part of the teacher’s bonus could be based on student achievement on standardized test. Combining all three factors together helps determine the teacher bonus for that year. By doing it this way, those superior teachers will be rewarded with higher bonuses, while the underperforming teachers will get little or no pay bonuses. Then, maybe the underperforming teachers will consider switching jobs, as students deserve only the best. Likewise, since teachers are considered the backbone of the education systems, the school systems should do all they can to retain the good teachers. While the new pay standard for teacher’s bonuses might be difficult to pass (especially with teacher unions and lobbying organizations), the reward may outweigh the risk because outstanding teachers will produce better…
References: Johnson, Susan. 1984. Merit pay for teachers: a poor prescription for reform. Harvard Educational Review. Volume 54, Number 2. Harvard Education Publishing Group.…
Spending at one school can make a huge difference on the quality of education than from another school. The school spending difference is often significant because teacher’s salaries are based on their experience and approval or college degrees they might have earned. Low poverty schools have more experienced and higher paid teachers, than a high poverty school where the teachers can be inexperienced, low salaries and a high turn over rate. Research in Baltimore found teacher’s at one school in a high poverty neighborhood were paid on average $36,600 a year, where at another school in the same district the average teacher’s salary was $57,000 a year in a low poverty neighborhood. If both schools have twenty teachers the difference in dollars available for the two schools is over $400,000 a year. Think about how much equipment, supplies, and higher quality teachers that much money can provide for a school. School funding in most states is tied to the wealth of the neighborhood. Communities and students that are at an economic disadvantage often need the most help and are unable to receive the quality of education provided by other schools. Every state across the country needs to expand school funding improvements to ensure that every student gets the highest quality education no matter what school district or neighborhood they happen to live…
Even though providing more evaluations to all teachers seems like a comprehensive solution, some education researchers believe that firing unqualified teachers and relying on an incentive system can bring quick and efficient results to students and schools. IN "restoring Our school", by Darling-Hammond, the author claims that removing the unqualified teacher cannot improve teaching or student outcomes and this is solve only part of the whole problem. Teachers should be encouraged to attend more training program that can help them effectively educate students in different ways, rather than just replacing them. Nevertheless, keeping them and more trainings are a long-term solutions that won't yield effective results immediately or may fail to attain completion. Joel Klein has a different idea in mind; he suggests firing a teacher for non-performance is virtually work. In "The Failure of American Schools", Klein argues that a lot of…
Every weekday, he goes directly from Trinity Springs Middle School to drive a forklift at Floor and Décor. He works until 11 every night, then gets up and starts all over again.”(N.PAG.). For many people cannot imagine a workday such as that. On that note, how is Erik supposed to be able to grade his papers, and plan his next days material when he has to work everyday off of at best 7 hours of sleep. It is VERY ironic that the state government, the one that claims to support the ideals of living the American dream would cause such a situation as Erik’s. News and Observer writer Terry Grier reports “Many North Carolina teachers start out making just $31,000 a year. It takes five years before new teachers can earn a raise, and it can take as long as 15 years just to make it to $40,000. It takes 35 years to reach the top of the pay scale, which is just $53,000 if you don’t have an advanced degree.” (N.PAG.). There aren't many other places in a community where a person that requires the training that a teacher receives is paid such a measly salary. Let the Educators of our future leaders receive a greater annual income, because it is the only way…
“If we want America to lead in the 21st century, nothing is more important than giving everyone the best education possible — from the day they start preschool to the day they start their career.” these are the word of President Barack Obama (The White House Staff). The Obama Administration created the $4.3 billion Race to the Top fund to encourage states to implement performance pay systems and other changes (The White House Staff). With that being said, almost every politician, school official, educator and citizen has developed his or her own views and strategies to improve or “fix” the education system. Despite this, there has been little data generated to support their efforts. The most consistent data points to the impact of high-quality teachers in the classroom. This along with the Race to the Top fund has opened the door again for merit pay or performance pay. Merit pay ties pay increases to school test performance, evaluation of the teacher’s in-class performance and professional efforts (Goldhaber 2008). Merit pay is a solution drawn from the business world, and is based on the belief that rewarding effective teachers and encouraging them to work harder will increase student learning (Holland 2005). Most people agree that the success of our education system and schools depend primarily on having high-quality teachers in the classroom, but some argue that the responsibilities are not the teachers along and include other outside factors (Conner 2013). Supporters of merit pay believes that it will motivate teachers to work harder, while other say that teachers can not work any harder then they currently are and that it will only lead to competiveness and manipulation of test scores.…
Thus, an inducted first-year teacher is likely to produce the same levels of student achievement as a non-inducted fourth-year teacher. Although comprehensive induction programs are not inexpensive, they have short- and long-term payoffs. Since these first-year and fourth-year teachers are essentially doing the same job, the gap between first- and fourth-year salaries represents savings from the programs in addition to the savings related to reducing turnover, and increased student…