Sizemore-sponsored Measure 60 would eliminate seniority as a consideration for pay raises and retention for teachers. The Measure would not affect current labor agreements, but would apply to all future agreements. Instead, pay raises and retention during layoffs would be based on an undefined criteria called “classroom performance” and by their training in the field they teach.

From the point of view of the petitioners, labor agreements with teacher unions focus almost exclusively on seniority. This rewards loyalty to the career field, but not necessarily performance. They believe that moving towards a performance-only reward model will improve the quality of teaching in Oregon. Opponents point out that more experienced teachers tend to have better performance in the classroom. Additionally, the failure to define “classroom performance” leaves the Measure open to interpretations that may or may not actually benefit students.

The estimated financial impact of the measure is $30 million to $60 million per year. Unfortunately, this is not an honest appraisal of the costs. The State assumed that they would define classroom performance after passage of the measure to include classroom observations of teacher performance and, possibly, student performance on standardized tests. However, in fairness to the petitioners, administrators should already observe and rate their teachers. Put another way, the State estimated costs created by their own way of interpreting the Measure.

Perhaps the best criticism of the Measure is that it takes a piecemeal approach to a problem that requires a comprehensive solution. The Measure attempts to reward good teaching, which the current system does poorly. However, it neglects a host of other issues in the process, including adverse incentives that drive good teachers away from underperforming schools, student mobility, and federal initiatives that effectively punish teachers for working with the neediest children. Successful merit pay programs arise from the collaboration of teachers and administration, not the unilateral imposition of a one sided police. Additional information about merit pay for teachers is available here and here.

As always, the views expressed here are my personal opinions and do not necessarily represent those of my employer.