Great teachers stand at the summit of one of the hardest, most challenging, and most consequential professions for our children and the country's future economic prosperity. They deserve our respect and should be well-remunerated. Nevertheless, through tortured analysis, and in some instances a disregard of their own data, the authors of this new study reach a predictably contrary conclusion.
Traditionally, economists have analyzed teacher pay the same way they analyze pay in other professions--they have compared the pay of teachers to workers with similar education and work experience. Like many before them, Richwine and Biggs found that teachers did indeed receive lower pay than similarly educated workers -- almost 20 percent lower.
I agree that educational credentials are not the best measures of teacher effectiveness -- but the researchers go on to assert that teachers should not be compared to workers with similar educational credentials because teachers do not score as well on the Armed Forces Qualifications Test. Setting aside the fact that the AFQT does not measure teacher effectiveness, it is insulting and demeaning to argue that teachers are not smart enough to receive market compensation comparable to their peers based on the results of a test that most of them took as teenagers.
The researchers also ignored a chart in their own paper showing that teachers have similar overall benefit packages to private employees. Unhappy with those findings, they then exaggerated the value of teacher compensation by comparing the retirement benefits of the small minority of teachers who stay in the classroom for 30 years, rather than comparing the pension benefits for the typical teacher to their peers in other professions.
Finally, they appeared to create out of thin air an 8.6 percent "job security" salary premium for teachers -- despite the fact that hundreds of thousands of education jobs were lost in the recession and teachers continue to face layoffs.
By the end of this decade, more than half of America's 3.2 million teachers are expected to retire. That demographic shift presents a stiff challenge and a special opportunity. States, districts, and schools have a once-in-a-lifetime chance to modernize the teaching profession and expand the talent pool. But doing so will require dramatic change in the way we recruit, train, support, evaluate, and compensate teachers.
I agree with Richwine and Biggs on one point. If teachers are to be recognized and compensated as professionals, states and school districts must shift away from a blue-collar assembly line model of compensation--and do more to reward effectiveness and performance in the classroom. A performance-based compensation model will enable great teachers to earn more, justify higher salaries, and raise the stature of the profession.
Americans need and deserve an honest, open debate about the teaching profession, framed by evidence, not ideologically-tilted studies like this one. The debate in Washington today should be about how to judiciously invest in education. How can we best modernize schools with crumbling infrastructure so they can teach 21st century skills? How can we keep teachers in classrooms, instead of on unemployment lines? And yes--even when budgets are tight--how can we make teaching a more attractive career and elevate the profession?
The answer to these questions cannot be to cut teacher pay and put tens of thousands of teachers out of work. Even in a time of fiscal austerity, education is more than just an expense. It's an investment in the future.The Way You Should Life: Discover better ways to create closer relationships, better health, increase wealth and learn tips on becoming the best person we can be. We will give detailed examples on how you can start living the life you always wanted, NOW.
