Performance Management Replies
Jeff
Public servants are those who work for the government at the local, state, or federal level. As the Bible suggests, public service is a noble field, For even the Son of Man came not to be served but to serve, and to give his life as a ransom for many (Mark 10:45). Yet, just as the world has become increasingly de-Chrsitianized, there are many who see public service as something that needs to be reformed. Thus, in recent years, there has been a growing debate over whether or not public servants should be paid based on their performance. As you point out, Jeff, there are good and bad sides to this issue, and I would have to agree.
The argument in favor of pay for performance is that it would provide an incentive for public servants to do their best work. Proponents also argue that it would help to attract and retain talented employees. However, there are also several drawbacks to this approach (Davis & Rhoades, 2020). For instance, it could lead to increased competition and infighting among employees. It could also create a two-tiered system, with those who are able to secure high-paying positions enjoying much better working conditions than those who are not. Ultimately, the decision of whether or not to implement pay for performance in the public service will come down to a weighing of the pros and cons. However, any such policy should be carefully crafted to...
…the separation of church and state and the degree to which society has been de-Christianized, it is next to impossible to think that public administration can be re-Christianized. But it can happen and it really must happen (Robbins, 2020). It has happened in other places, after all (Warhola, 2019). Why not in the US? I think that ultimately public service has to be re-Christianized so that performance and pay and all the problematic issues that attend these concepts can be solved through deep faith, belief, understanding, and growth. That is where the real solutions are to be found. Models, theories and formulas might help the secular world from time to time, but in the end the secular world needs the sacred to perform…
References
Robbins, T. (2020). Church Autonomy Conflicts. Church-state Relations: Tensions andTransitions.
Warhola, J. W. (2019). Holy Rus’: The Rebirth of Orthodoxy in the New Russia, writtenby John P. Burgess. The Soviet and Post-Soviet Review, 46(1), 80-84.
Pay for performance is becoming commonplace in the business world. Pay raises and bonuses are often based on how well one performs on the job or on achieving specific results. However, this is not the case in education. Pay levels are typically based on years of experience and levels of education rather than on teacher effectiveness. As concerns about the quality of the nation's educational systems frequently appear in the
Plus most teachers saw the pay for performance system as inevitable, and therefore wanted to be involved from the start of the plan (Gratz, 2005). The pilot faced many challenges. Not the least, the district was faced with the logistical challenge of linking the students in various databases to the teachers. The internal systems for tracking student progress by teacher simply didn't exist. In addition, non-academic staff members had to
The system must measure true performance in a way that minimizes random variation, as well as undesired and unintended consequences. It must align performance with ultimate outcomes and monitor performance to discourage cheating" (p. 88). In fact, Lavy suggests that any initial incentive pay program implementation will likely be flawed in some ways, but gradual progress in achieving a viable program is possible if the foregoing considerations are taken
A detailed description and origins of pay for performance Pay-for-performance initiatives are designed to improve the efficiency, quality and general value of health care. Other terms used to refer to pay-for-performance include pay-for-quality, alternative payment, valued-based payment, among others. No matter the nomenclature, the main objective of pay-for-performance is to improve efficiency for optimal outcomes. (Rosenthal et al., 2005) During the early 1990s, many consumers opted for managed care by paying some
, 2001). Prior to 1930, thought, little attention was given to pay-for-performance in the public sector in the United States except for the blue-collar, manufacturing functions that were being primarily performed for the military. During this period in American history, government was viewed (and perhaps still is by many) as a competitive threat to private enterprise; as a result, there was not much public support for developing a highly motivated and
Pay for Performance Plan Designing a pay for performance plan for teachers is inherently challenging. The outputs for teachers are students, and their educational attainment. It is difficult to quantify educational attainment at the best of times, and because each student is different it can be difficult to specifically identify the role that an individual teacher has on aggregate student performance. The three elements of an effective pay-for-performance plan are efficiency,
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