미국 텍사스 주 교원 수당 및 성과상여금제 분석과 시사점

Abstract

The purpose of this study was to analyze the teacher stipends and pay for performance system in Texas. For the purpose of this study, this research selected three public school districts in Texas considering the number of students. The reason why this research chose these school districts is because they widely represent Texas public school districts. The results are as follows: the compensation system in Texas is based on an academic background-oriented salary scale; teachers' stipends which are determined by the job position, the length of service; the school districts in Texas paid extra stipends to develop teacher professionalism and employ excellent teachers in the subjects such as mathematics and science; and, most of the Texas school districts use a pay for performance system, even though a small number of school districts manage their own pay for performance system. The findings suggest the following implications- simplifying and rationalizing the teacher stipends system, reforming teacher stipends based on work, establishing a rational standard for pay-for-performance, and managing pay-for-performance for developing teacher professionalism and recruiting high-performance teachers. A compensation system can function as a critical factor for workers to make a living. In addition, the pay system is expected to serve as one of the most important mechanisms in order for employees to realize fairness regarding the remuneration process. We need to consider that unclear criteria and an unreasonable distribution method of a compensation system will have a negative effect on self-esteem and job motivation. Therefore, the Korean government must revise its policy direction for the teacher compensation system which focuses on introducing a new compensation system such as the pay for performance system. More specifically, the government should endeavor to make school teachers feel like they are special and have pride in what they do.