A Comparison of the Beliefs of Michigan Superintendents, School Board Presidents, and Union Presidents About Teacher Merit Pay.

Abstract

The purpose of this study was to determine if the beliefs about merit pay for teachers differed significantly between superintendents, school board presidents, and union presidents in Michigan. It determined if the beliefs differed in relation to the district's size, state equalized valuation (SEV), stratification by geographic area and community type, and whether the district was "in" or "out" of the state aid formula. Finally, it determined if the beliefs differed in relation to age, sex, marital status, degree held, years of experience, level taught, and union affiliation. A r and om stratified sample of 234 districts was drawn from the 528 school districts in Michigan excluding Detroit. Six hundred and six (79%) superintendents, school board presidents, and union presidents responded to an eighteen item questionnaire with a five point Likert scale of the advantages and disadvantages of merit pay. Analysis of variance, t-tests, a Scheffe procedure, and descriptive statistics were used to analyze the data. While scores fell across the full five point scale range the tendency is for superintendents and school board presidents to favor merit and union presidents to hold it in disfavor, both agree that existing methods are less than acceptable. Findings indicated that significant differences existed between superintendents, school board presidents and union presidents. No differences occurred in relation to the district's size, SEV, stratification, and whether it did or did not receive state aid. Female respondents and respondents having Masters Degrees were less favorable towards merit pay. No differences occurred in relation to age, marital status, years of experience, level taught, and union affiliation. It is recommended that this study be replicated with teachers in Michigan. Other studies should address issues of merit pay that evaluate district climate, costs, evaluation systems, and union involvement in planning and implementing a merit pay program.