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Great article Dan!

Your point that "there is no perfect metric" is particularly true in the education field. Measuring quality teaching is a very subjective concept, and valid/reliable assessments either don't exist or are not quality learning measures for so many subject ares, age ranges, and particular groups of students.

Further, it gets more complicated if you think about how to compensate a teacher, versus a principal, versus a central administrator. The purpose and goals of these positions are so very different, yet all share the desired outcome of high student achievement.

In any case, your message that we should really defining what quality performance looks like for any organization - and then strategically aligning compensation with those elements is right on target!

Just because its hard to do is no excuse for not doing it.

Jason Glass
Eagle, CO


Thanks for the comment Jason.

Performance-pay truly works well when you consider its holistic application. Everyone involved in the process of delivering success must be considered. Everything that is done to drive success must be looked at.

While it is not possible to drive and reward every single action, it is possible to define and manage enough actions to make a measurable impact.

I really like your last statement: "Just because it is hard to do is no excuse for not doing it."

If we avoided everything hard, we would never have crossed an ocean, flown to the moon or created a polio vaccine. Doing hard things is what separates us from the pack!

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