Gold-plated benefits and teacher recruitment
Say you're a top-performing senior majoring in chemistry at Lawrence or Ripon. You're thinking about becoming a high school science teacher. Would you prefer a $35,000 salary with two pensions and health care benefits in retirement, or would you rather have a 25% higher salary and benefits similar to those your friends going into the private sector receive? Odds are you'd prefer the latter ? especially if, like most young grads, you realize the vast majority of people do not have a 30 year career in one profession these days. You'd rather have more cash to pay down students loans and make your own decisions about how to plan for retirement.
Yet most teacher compensation systems look like the first option. According to an oped in today's Wall Street Journal by the University of Arkansas' Bob Costrell, for every dollar Milwaukee teachers receive in salary, the public is spending another 74 cents on gold-plated benefits ? almost three times the cost of benefits in the private sector. The cost of those benefits, which are skewed dramatically in the direction of older teachers close to retirement, lowers starting salaries and takes choices away from workers.
This tradeoff between benefits and salary doesn't come up much in our discussions of teacher quality, but it should. Most young workers are not attracted by low starting salaries and the faint promise of retirement benefits long into the future. The growing mobility of workers argues for more flexible compensation systems.
The current system is increasingly likely to draw from a small pool of highly risk-averse workers who are willing to take those low salaries for the promise of a job forever. Benefits for public-sector workers are squeezing budgets everywhere ? but the hidden costs of weeding talented people out of the recruitment pool for public-sector jobs with skewed pay practices are too high to bear.