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| Behavioral Systems Applications in Charter Schools |
| Sunday, May 29, 2005 |
| 10:30 AM–11:50 AM |
| Marquette (3rd floor) |
| Area: OBM; Domain: Service Delivery |
| Chair: Kristen A. Maglieri (University of Nevada, Reno) |
| Discussant: William B. Abernathy (Abernathy & Associates) |
| Abstract: The contribution that behavior analysis has made to education has been repeatedly demonstrated in the areas of functional behavior assessment, inclusion, and increasing student performance and retention. However, up till now, behavioral systems analytic perspective to organizational change has not been applied to public school settings. And, given the current national movement toward pay for performance systems in public school settings, the need for the application of this type of technology is more evident than ever before. In that regard, this symposium will include an overview of a series of organizational application in a charter school setting that have led to an organizational change from structural and functional standpoints. This process will include a discussion regarding the implications that this type of application may have for future growth of organizational behavior management in educational setting. |
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| A National Review of Pay for Performance in Schools |
| MONICA M. GARLOCK (University of Nevada, Reno), Ramona Houmanfar (University of Nevada, Reno) |
| Abstract: A growing trend in elementary, middle, and high schools in America is the modifying of pay scales for teachers toward pay for performance. Hundreds of school districts in 30 out of 50 states have some form of pay scale other than the long time accepted education level plus years of teaching. In this presentation, various pay for performance systems that have succeeded or have failed in locations throughout the United States will be discussed. Accordingly, factors (e.g., financial resources, pay for performance methods, etc.) that are working in successful systems, and those that are common to failed systems will be highlighted. In addition, difficulties in implementing or transitioning staff to the new system will be discussed. |
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| Trials and Tribulations of Implementing a Total Performance Systems in a Public Charter School |
| KRISTEN A. MAGLIERI (University of Nevada, Reno), Rebecca Johnson (University of Nevada, Reno), Ramona Houmanfar (University of Nevada, Reno) |
| Abstract: The Total Performance System (TPS) as designed by William Abernathy, is an alternative to conventional management systems in that it integrates precise performance measurement that is linked directly to incentive pay opportunities. Additionally, the TPS has been useful in promoting the analyses of organizational contingencies such that precise performance improvement opportunities may be pinpointed. As such, this system is particularly suited for meeting the needs of public school settings. However, implementation of this technology can be quite challenging. This presentation will report on the application of the TPS model in a public charter school setting. Specifically, we will discuss the difficulties and barriers associated with this type of implementation and focus on the key processes that may facilitate change within the organizational culture, such as, attaining employee “buy in,” changing ineffective management practices, and institutionalizing the system. |
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| Conducting Behavioral Systems Analysis to Improve Staff Performance |
| REBECCA JOHNSON (University of Nevada, Reno), Kristen A. Maglieri (University of Nevada, Reno), Ramona Houmanfar (University of Nevada, Reno) |
| Abstract: This presentation will provide an overview of the implementation of a performance systems technology, specifically, Total Performance System (TPS), within the context of a public charter school. The TPS model provided clear opportunities for organizational improvement. For example, utilizing the performance system provided teachers and administrators the tools to measure performance objectively. In addition, a formal communication system of feedback was implemented as a necessary component to the management system. Furthermore, this system allowed for the opportunity to reward improved performance. In this presentation we will discuss conducting systems-level performance analyses, pinpointing performance improvement opportunities, and specific interventions that were designed to improve staff performance. |
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