The base salary for everyone should remain the same from year to year.
Implementation Tactics
It is important when implementing a plan based on equity theory that one considers the Adams' Equity Theory factors when striving to improve an employee's job satisfaction and motivation level and what can be done to encourage higher levels of each. To do this, one should consider the balance or imbalance that presently exists between the employee's inputs and outputs. Inputs characteristically include: effort, loyalty, hard work, commitment, skill, ability, adaptability, flexibility, tolerance, determination, enthusiasm, trust in superiors, support of colleagues and personal sacrifice. Outputs normally include: financial rewards such as salary, benefits and perks, and intangibles that typically include: recognition, reputation, responsibility, sense of achievement, praise, stimulus, sense of advancement and job security (Adams' Equity Theory, 2011).
When implementing a solution to the school districts dilemma it would be necessary to reward the teachers for their amount of inputs. This would include effort, hard work and commitment. Those teachers that put forth the most effort in the area of inputs would be rewarded the most in outputs such as increased salary and benefits. This would be the best plan to have a pay for performance plan. Those that perform well will get rewarded the most.
Assessment Criteria for Success or Failure
In these days of budget cuts, classroom congestion, and obligatory high risk testing, teacher motivation is more and more difficult to maintain. A lot of teachers criticize the lack of power they have over their classroom preparation due to federally, state, or district commanded programs. Not only is their classroom time strictly proscribed, it is also frequently very intricate, with students being pulled out or sent in for enhancement or aptitude grouped mini classes....
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