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Common implementation challenges include cheating, teaching to the test, or test manipulation by excluding poorly-performing students.

For group-based incentives, free-riding could create problems. To help reduce these risks, it is crucial to have multiple checks to ensure tests are implemented with fidelity, and accountability systems that routinely observe teacher classroom behavior and practice. In Andhra Pradesh, for example, cheating was limited by ensuring tests were conducted by external teams of five evaluators in each school, the identity of the students taking the test was verified, and grading was done at a supervised central location at the end of each test day.

 

In summary, most PFP programs have not shown promise in improving teacher performance. Often, implementation challenges compromise such programs.

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School Matters weighs in on this issue:

The authors of this article offer an expanded view (with research) to show that the flaws in creating a workable system involving teacher pay for performance is a global concern.  Their framework is interesting because it sheds light on where performance pay misses the mark and how legislators and others can best judge the efficacy of their efforts.

To read the entire post, click the link below: