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Remote schools in developing countries are costly to supervise, resulting in low teacher accountability and poor education outcomes. This paper reports the results of a randomized evaluation of three treatments that introduced teacher incentives based on community monitoring of teacher effort against locally agreed standards. The Social Accountability Mechanism (SAM) treatment facilitated a joint commitment between schools and community members to improve learning. Teacher performance was rated against it, discussed in monthly public meetings and passed on to authorities. The second and third treatments combined SAM with a performance pay mechanism that would penalize eligible teachers' remote area allowance for poor performance. In the SAM+Camera (SAM+Cam) treatment, the cut was based on absence as recorded by a tamper-proof camera; while in the SAM+Score treatment, it was based on the overall rating. After one year, the findings indicate improvements in learning outcomes across all treatments; however, the strongest impact of 0.20 standard deviation is observed for SAM+Cam. The evaluation also finds a small positive impact on the effort of affected teachers for SAM+Cam and SAM, and significant positive improvements on parental educational investments in all treatments. For SAM and SAM+Cam, additional data were collected in the second year (one year after project facilitators left). The findings show that SAM+Cam's impacts on learning outcomes and parental investments-but not teacher effort-persisted into the second year.
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This paper reports on a two-tiered experiment designed to separately identify the selection and effort margins of pay-for-performance (P4P). At the recruitment stage, teacher labor markets were randomly assigned to a 'pay-for-percentile' or fixed-wage contract. Once recruits were placed, an unexpected, incentive-compatible, school-level re-randomization was performed, so that some teachers who applied for a fixed-wage contract ended up being paid by P4P, and vice versa. By the second year of the study, the within-year effort effect of P4P was 0.16 standard deviations of pupil learning, with the total effect rising to 0.20 standard deviations after allowing for selection.
Civil Service Reform --- Education --- Education Reform and Management --- Effective Schools and Teachers --- Field Experiment --- Incentives --- Labor Market --- Pay-For-Performance --- Performance Pay --- Primary Education --- Public Sector Development --- Teacher Recruitment --- Teacher Retention
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Prodded by economists in the 1970's, corporate directors began adding stock options and bonuses to the already-generous salaries of CEO's with hopes of boosting their companies' fortunes. Guided by largely unproven assumptions, this trend continues today. So what are companies getting in return for all the extra money? Not much, according to the empirical data. In Indispensable and Other Myths: Why the CEO Pay Experiment Failed and How to Fix It, Michael Dorff explores the consequences of this development. He shows how performance pay has not demonstrably improved corporate performance and offers studies showing that performance pay cannot improve performance on the kind of tasks companies ask of their CEO's. Moreover, CEO's of large established companies do not typically have much impact on their companies' results. In this eye-opening exposé, Dorff argues that companies should give up on the decades-long experiment to mold compensation into a corporate governance tool and maps out a rationale for returning to the era of guaranteed salaries.
Chief executive officers -- Salaries, etc. --- Compensation management -- United States. --- Executives -- Salaries, etc. -- United States. --- Chief executive officers --- Executives --- Compensation management --- Business & Economics --- Labor & Workers' Economics --- Salaries, etc --- Salaries, etc. --- CEOs (Executives) --- Executive officers, Chief --- E-books --- american business. --- american economy. --- behavioral theory. --- big business. --- board members. --- bosses. --- business. --- capitalism. --- ceos. --- chief executive officer. --- compensation. --- corporate culture. --- corporate directors. --- corporate governance tools. --- corporate performance. --- corporations. --- economists. --- economy. --- era of guaranteed salaries. --- executive pay. --- human resource professionals. --- large salaries. --- leadership. --- motivation. --- performance pay. --- project management. --- stock options.
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