In their July working paper, researchers from the Wisconsin Center for Education Research pointed to four main reasons district administrators have forgone performance pay:
- It led to “discontent” among staff.
- Principals were unable or unwilling to make performance distinctions among teachers.
- Performance pay systems were too complex and required too much effort to administer.
- Perceptions among school staff that more flexibility in pay led to inequities among teachers.
“Almost all the districts that experimented with using teacher performance as more than a minimal requirement for pay progression or bonuses have abandoned this approach,” the paper reports.
The 2011 law known as Act 10 that largely gutted most union rights for most public-sector workers made it possible for school districts to experiment with more flexible salary systems, and the goal of the WCER study was to see if any of the 25 districts that had made changes to their pay systems as of 2014 still maintained those changes 10 years later, in 2024.
Researchers obtained information from 24 of the 25 districts studied in 2014 and found that most of them had largely reverted to the step-and-lane system. This is despite some evidence in the education research literature that “flexible pay has potential benefits in terms of both teacher retention and student performance.”
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Researchers did not look at the state’s two largest school districts — Milwaukee and Madison — noting that they “appear to have made only minor changes in the traditional (compensation) schedule after Act 10.”
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Did taxpayer funded Wisconsin DPI Superintendent Underly Juice Test Scores for Reelection?
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When A Stands for Average: Students at the UW-Madison School of Education Receive Sky-High Grades. How Smart is That?