Traditional salary schedules may not reward effective teaching or give the most effective teachers incentives to work in high-need schools, motivating performance-based compensation¶

Claim · All claims
Evidence · 1 study · causal r? · q1
Currency · newest study 2017 · not yet checked against its sources · not reviewed by a person

Subclaims¶

q1 i? Traditional salary schedules may not reward effective teaching—or give the most effective teachers incentives to work in high-need schools. → Hanley Chiang 2017

Evidence¶

Hanley Chiang 2017¶

Hanley Chiang, Cecilia Speroni, Mariesa Herrmann, Kristin Hallgren, Paul Burkander, Alison Wellington. (2017). Evaluation of the Teacher Incentive Fund: Final Report on Implementation and Impacts of Pay-for-Performance Across Four Years. Washington, DC: U.S. Department of Education, National Center for Education Evaluation and Regional Assistance, Institute of Education Sciences. https://ies.ed.gov/ncee/pubs

q1 · i? · causal · r?

This is the report's stated rationale for performance-based compensation, presented as background motivation for the TIF program rather than as a tested result; the article offers no data for it on this page.

"Traditional salary schedules may not reward effective teaching—or give the most effective teachers incentives to work in high-need schools."

Discussion¶

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