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This is one of the biggest problems with trying to evaluate individual teacher performance (and reward / punish based on this evaluation), is that you need to w
by seem_2211 9y ago
This is one of the biggest problems with trying to evaluate individual teacher performance (and reward / punish based on this evaluation), is that you need to watch out for incentives.
Rewarding teachers who have best highest test scores, for example, is a pretty good way of disincentivizing good teachers from helping less gifted children.
Sales people work their comp plan, especially if they're good. They tend to know what they're making and what the market pays.
They tend to leave for one of 3 reasons.
1: Product isn't competitive anymore
2: Comp plan has changed
3: Company is failing / run out of funding / has pivoted and fired their entire sales team.
Source: I recruit salespeople for a living.
- clort 9y ago> Rewarding teachers who have best highest test scores, for example, is a pretty good way of disincentivizing good teachers from helping less gifted children. In the UK at least, they have changed the measurement to one of progress in a basket of subjects. Students are measured as they leave primary school, and the secondary school is rated on how much different their grades are to their predicted grades. I don't know how they game that system here though, there will always be a way
- seem_2211 9y agoI actually have a friend who taught in the UK for two years. While I'd have to ask him for the specifics, he told me there was a lot of gaming the system so people would get their bonuses.