For public schools in some states, the system has protected teachers with seniority. Teacher unions were established for the purpose of securing positions and salaries. It will take a lot of political muscle to overturn these institutions. But, times are changing, and in many states the first steps have been taken to merit teaching positions on excellence, not experience.
In private schools, the situation is slightly different. Since most are not bound to their states education law, they are free to base their hiring, retention, firing, and salary decisions on their school’s mission. Many private-independent schools are starting to incorporate a merit-based pay system for their faculty.
Hiring teachers that are mission-appropriate is critical and rewarding faculty for their dedication, enthusiasm, and positive impact on students is just as important. Schools that base salary, retention, and hiring decisions on seniority instead of proven excellence risk their viability. Teachers who are dedicated to their career, and eagerly open to learn new methods of engaging students will be more inclined to seek employment where their skills are valued.
This is not to say that teachers with seniority cannot be as energetic as younger teachers. They certainly can be. And, in some cases, they’re even better at learning and implementing new classroom skills then their younger colleagues.
Regardless if a teacher has 45 years experience or they’re just starting out, if they’re engaging students and contributing positively to the school’s mission and culture, they should be rewarded based on their impact. What we are beginning to understand is that not only are merit-based systems good for weeding out weaker teachers, they’re great at encouraging senior faculty members to embrace new concepts.
This year, ISM is offering several resources to help private-independent schools investigate merit-based pay. There are two Webinars, Thinking About Merit-Based Pay? Parts One and Two coming up later in October that are designed to introduce the concept of merit-based pay to private-independent schools seeking a change. Also, starting in January is the popular e-Course, Engaging Students: A 12-Week Course Based On The 21st Century Teaching Model. This is an interactive seven-session, 12-week course for teachers, and is perfect for faculty that are about to switch from a traditional nine-period class schedule to block scheduling. (There are only a few seats remaining for next year’s session.) And, let’s not forget ISM’s Human Resources Consulting services. If your staff and faculty have been rattled from the economy’s stressful runaway-rollercoaster series of events, contact ISM and see what services we can offer you. Your school’s faculty and staff are your institutions most valuable assets next to your students—and your students’ success depends on them. If you sense a negative culture among your staff and faculty now is the time to seek resources that can turn it around.
