An interesting article on teacher bonuses from Australia. Because we all went to school, and many of us have children, schools are a common and easily understood reference point for most people. The article is generally interesting and there are two key learning points for me on performance appraisals / bonus systems.
The first is the author's argument (which I agree with) that the most important element of a process is the feedback that is received. Particularly in vocational arenas (and I believe in nearly all professionals) there is a desire in all employees to do a great job. If the feedback process - be that 360 feedback or standard performance review - starts with that premise then the design is geared to the benefit of the recipient. We should not need to use money/bonus to motivate people to do the job well. We should just concentrate on giving them the feedback that allows them to do the job well.
Second, measuring is hard. It is incredibly hard when someone's pay depends on the measuring. Before you implement a bonus scheme that is linked to performance appraisal be sure that you accept the consequences of the decision. Do we wish to hold a conversation on whether my pupil's grades were adversely affected by the pool of children I had to work with, or, do we wish to hold a conversation on what I can do to work with the children I have and produce the best outcomes?
Bonus schemes can work very well. And I believe that great performance should be rewarded. But let's start from the idea that we are working with people who already want to do a great job, and let's use bonus for consequential reward rather than the reason to do that great job.
Read the complete post at http://blog.bowlandsolutions.com/blog/hints-and-tips/performance-related-bonuses-in-schools
20 May 2012 9:00 AM
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