tag:blogger.com,1999:blog-5477669229969550311.post8423779516963320043..comments2024-03-12T11:58:18.978-04:00Comments on Accountable Talk: The Business Model Files for Chapter 11Unknownnoreply@blogger.comBlogger1125tag:blogger.com,1999:blog-5477669229969550311.post-19142474409915010872010-04-10T17:21:16.552-04:002010-04-10T17:21:16.552-04:00Did you ever consider looking at the cash incentiv...Did you ever consider looking at the cash incentives study rather than reading a tiny NY Post article about it? Or at least the Time magazine cover story that provides a much more comprehensive view of the findings.<br /><br />There were four cash incentive programs tested in four cities. NYC had no effect. The program in Chicago had mixed results. The program in DC had positive results. The program in Dallas was as effective as class size reduction and Head Start, with gains retained a year later even after the incentives were no longer being awarded. Kirabo Jackson also has done a couple studies on cash incentives tied to AP results and more kids took the tests, passed the tests, and got higher scores on their SAT scores as well. And they also outperformed peers in college after the incentives were no longer in place.<br /><br />I don't think merit pay moves teacher performance, nor do I believe that BloomKlein have confidence in its impact, particularly at $3K per year. But I think the idea is that if you moved to a more mainstream compensation structure, you'd attract talented people into the profession who don't currently consider it as an option because they don't like the idea that their individual contributions has doesn't translate into compensation. Also, you'd presumably have an easier time removing low-performers. And folks who are burnt out (and miserable) would be less likely to stick around if they weren't earning $90-100K simply by virtue of years served. That model doesn't exist anywhere, so how could we know whether or not it works?Anonymousnoreply@blogger.com