Design pay-for-performance bonuses that are substantial, differentiated, and challenging per TIF guidance¶

Strategy · All strategies
Evidence · no claims cited

Description¶

The report's findings imply that compensation reform should set award criteria consistent with guidance for challenging pay-for-performance bonuses. Because "districts expected most educators would receive a bonus, suggesting that the award criteria were not consistent with TIF guidance for challenging pay-for-performance bonuses," districts designing performance pay should ensure bonuses are substantial, differentiated, and not so widely awarded that they lose incentive value.

Design Implications¶

Context¶

Requirements¶

• Award criteria must align with TIF guidance for challenging pay-for-performance bonuses

Constraints¶

• The finding reflects district expectations in the first year, before the first pay-for-performance payouts

Target Learners¶

• Teachers and principals in high-need schools

Target Learning Goals¶

• Reform compensation systems to reward educators for improving students' achievement

Related Strategies¶

• Design pay-for-performance bonus structures that align with grant guidance and clearly communicate eligibility to teachers

Examples¶

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Key Sources¶

• Max, Jeffrey; Constantine, Jill; Wellington, Alison; Hallgren, Kristin; Glazerman, Steven; Chiang, Hanley; Speroni, Cecilia. (2014). Evaluation of the Teacher Incentive Fund: Implementation and Early Impacts of Pay-for-Performance After One Year. Princeton, NJ: Mathematica Policy Research. https://www.mathematica.org/publications/evaluation-of-the-teacher-incentive-fund-implementation-and-early-impacts-of-payforperformance-after