by Marijane Suttor

Created on: August 09, 2008

Merit pay is lofty idea that hopes to reward the great teachers while leaving adequate teachers squirming with little reward. The hope is that the adequate teachers will improve and become outstanding teachers too. The notion of merit pay may seem like a good idea in theory, but the reality is that the concept has many flaws and problems associated with it.

1) The teachers that may receive the merit pay may not actually be the best teachers in the school districts.

Often times in order to receive merit pay, a teacher must compile a portfolio of all the wonderful things that he or she is achieving in the area of education. The problem with this concept is that it is pure salesmanship. A teacher may present him or herself as a stunningly innovative and wonderful educator on paper. The truth is that this same teacher may have a great portfolio, but poor rapport in the classroom, poor discipline, and poor rapport with colleagues and so on. These portfolios that teachers compile do not reflect a teacher's true rounded portrayal. Instead merit pay committees are sold a bill of goods.

2) Many hardworking dedicated teachers will be passed over.

Merit pay has no reflection of how much time and effort a teacher spends outside of the classroom correcting papers, preparing for class or coaching activities. Many hardworking teachers just don't have time to spend compiling a portfolio of their achievements to sell themselves. If a teacher educates all day and then coaches the basketball team or directs the plays after hours, when is there time to jump through the merit pay hoops? It isn't that this teacher is ineffective. Quite the contrary, but he or she is already overextended and doesn't have the time and energy for this. As a result the hardworking dedicated teacher is punished and the teacher with the lighter schedule is rewarded again. It is a double whammy-more work and less pay. Not a good approach.

3) Merit pay does not promote a united workplace.

Merit pay has the potential to pit teacher against teacher and to fester animosity among the staff. As stated earlier, some teachers that receive merit pay are not necessarily the best teachers. Those that do not receive the reward will be resentful of those that do receive it, that everyone knows probably should not receive it. It can be a slap in the face and teachers will have a harder time working together if resentments result.

4) Many prejudices exist about teachers.

Who will receive the merit pay? Who will decide who receives

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