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By Sera Sekerci

‘Performance-related pay (PRP) is a method of remuneration that links pay progression to an assessment of individual performance, usually measured against pre-agreed objectives (‘classic’ PRP, also known as individual PRP or merit pay). Pay increases awarded through PRP as defined here are normally consolidated into basic pay although sometimes they involve the payment of non-consolidated cash lump sums.’ (From here)

Or in other words, teachers will be paid on the results that their students return post-exam on top of a basic salary. So the more that students exceed their personal targets, the more the teacher gets paid.

There are lots of divisions within the debate and rather than repeat the points again here, I’m just going to draw together  a few sources who will explain some different positions that can be agreed or disagreed with.

For supporters of performance-related pay (PRP), look here.

For (passionate!) arguments against, look here.

And for something more objective, look here.

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