Statewide salary rates in public schools

Unless the performance appraisal systems have a very strong merit increase component, it would eliminate the motivation for teachers to excel. It would be unfair for those residents, who will end up paying higher taxes, and will be rewarded by a decreased delivery of education for their children in those schools. Schools in wealthy districts will no longer be able to take their pick of the best candidates. Finally, all employees would benefit because, with salary being equal statewide, the only way for districts to compete for candidates, would be by offering better benefits. Also, there will be no pressure on candidates to relocate, in order to work in a better-paying school. A statewide salary schedule will greatly hurt school district with a higher tax base.

The negative aspects of a statewide salary schedule focus on performance appraisals, the watering-down of talent in traditionally excellent districts, and on causing reactive school districts. Such a salary schedule also has an inherent equitable component, which is that of equal pay for equal work. departments will become more reactive, instead of proactive, in a system without competition. Consequently, there will be less emphasis on determining an appropriate labor market. This may cause a watering-down of teacher talent. This benefit “war” will improve the absolute benefit levels of all employees.