Pay for Performance Contract Provisions for School Superintendents

Autor/in	Cox, Edward P.
Titel	Pay for Performance Contract Provisions for School Superintendents
Quelle	In: AASA Journal of Scholarship & Practice, 2 (2006) 4, S.31-38 (8 Seiten) PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	1931-6569
Schlagwörter	Merit Pay; Performance Contracts; Morale; Instructional Leadership; Superintendents; Board Administrator Relationship; Accountability; Academic Achievement; School Districts; Administrator Attitudes + Suchen Sie Ihr Suchwort? Leistungszulage; Leistungsvereinbarung; Moral; Instruction; Leadership; Bildung; Erziehung; Führung; Schulrat; Verantwortung; Schulleistung; School district; Schulbezirk
Abstract	The superintendent/board relationship continues to be a subject of particular interest for those who study school leadership and those who serve in the superintendency. One issue that will likely be addressed during any superintendent employment discussion is the inclusion of pay for performance incentives. The widespread use of executive bonuses in the private sector as well as increasing demands for accountability have led to a strong public interest in this aspect of the superintendent's compensation package. Those who argue in favor of pay for performance for superintendents stress the importance of providing specific incentives for developing administrative excellence and improving student achievement. They further argue that pay for performance forces the board to clearly identify its priorities and evaluate the superintendent in accordance with those priorities. Others suggest it may serve to protect the superintendent and board against shortsighted political attacks during times of significant turbulence or change. Performance incentives may also cast the superintendent as a more progressive business-like executive in the eyes of the board and community. The perception that the superintendent has "earned" his or her pay may reduce board level anxiety regarding the superintendent's compensation package and soften negative public reactions to executive level pay increases. Often noted by pay for performance critics, however, is the difficulty in accurately measuring the superintendent's impact on student learning and the public misunderstanding that can occur regarding the awarding of bonuses. The use of subjective criteria, potential morale problems, and annual budget fluctuations are also viewed as potential problems. Despite the lack of consensus regarding its appropriate role in education, an increasing number of school districts are including pay for performance provisions in the superintendent's contract. Districts of all sizes and types now utilize executive level merit pay. This article summarizes the study of superintendent pay for performance provisions which addresses the following questions: (1) How do superintendents with pay for performance provisions view them?; (2) How is it being implemented?; and (3) What problems are surfacing as pay for performance increases? (Contains 3 tables.) (ERIC).
Anmerkungen	American Association of School Administrators. 801 North Quincy Street Suite 700, Arlington, VA 22203-1730. Tel: 703-528-0700; Fax: 703-841-1543; e-mail: info@aasa.org; Web site: http://www.aasa.org/publications/jsp.cfm
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2017/4/10