Merit Pay Reference

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Inmany businesses, employees’ promotion and salary increment ismainly based on performance. However, in the teaching fraternity,promotion is based on the number of years one is in service, and thishas been seen as an outdated practice, as performance and commitmentis not encouraged. In the United States, merit pay for teachers basedon the students achievements and classroom evaluations have met withhigh levels of criticism. It is this in mind that, stakeholders havebeen evaluating if this is a fair practice, and what can be done toimprove it. In the article titled MeritPay Misfiresauthored by Al Ramirez, there are many issues that have led to theunsuccessful enactment of laws on merit pay. One of the main issuesis the failure of merit pay is to understand and recognize thenotable principles of human motivation, and the way it can be appliedin schools (Ramirez, 2011). For instance, merit pay ignores schoolculture, through the introduction of competition among the staffs,which is not healthy in the long-run. Secondly, the majority ofschool districts do not have the resources to offer rewards on allthose member of staffs who qualify for promotions based on theirrecommendable performances. This eventually becomes demotivating,thus lowering performance. There are other factors that are beyondthe control of teachers, and this makes it hard to adopt merit pay inmost schools. For instance, teachers do not have the control overwhich classes to be assigned, and every veteran in the academiccircles knows that student`s motivation and abilities vary yearly.However, in this article, the author fails to offer solutions on howmerit pay system can be improved to make to help the US educationsystem. Merit pay is not a fair practice based on the opinionsoffered above.


Ramirez,A. (2011). Merit Pay Misfires. EducationalLeadership,December 2010/January 2011 | Volume 68| Number 4.Available at

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