Twaweza
  • search
  • Menu Canvas
    • Home
    • About Us
      • Team and Partners
      • Contact Us
    • How We Think
    • Demonstrating Citizen Agency
    • Amplifying Citizen Voices
      • Sauti za Wananchi
    • Protecting Civic Space
      • Citizens and Governments
    • Learning By Doing
      • Monitoring
      • Culture of Learning
      • Evaluation
      • Formative Research
      • KiuFunza
        • What is KiuFunza?
        • How it works?
        • Our impact
Twaweza
  • Home
  • About Us
    • Team and Partners
    • Contact Us
  • How We Think
  • Demonstrating Citizen Agency
  • Amplifying Citizen Voices
    • Sauti za Wananchi
  • Protecting Civic Space
    • Citizens and Governments
  • Learning By Doing
    • Monitoring
    • Culture of Learning
    • Evaluation
    • Formative Research
    • KiuFunza
      • What is KiuFunza?
      • How it works?
      • Our impact
  • search

Incentives: simple is cost-effective

Homepage Blogs Incentives: simple is cost-effective
Blogs, KiuFunza

Incentives: simple is cost-effective

2023-06-29
By Twaweza
0 Comment
2961 Views

The article ‘Designing Effective Teacher Performance Pay Programs: Experimental Evidence from Tanzania’, authored by Isaac Mbiti (University of Virginia), Mauricio Romero (Instituto Tecnológico Autónomo de México) and Youdi Schipper (Twaweza, AIGHD), has been published in The Economic Journal. Find the full paper here and here (manuscript version).

Abstract

We use a nationally representative field experiment in Tanzania to compare two teacher performance pay systems in public primary schools: a ‘pay-for-percentile’ system (a rank-order tournament) and a ‘levels’ system that features multiple proficiency thresholds. Pay for percentile can potentially induce socially optimal effort among teachers, while levels systems can encourage teachers to focus on students near passing thresholds. Despite the theoretical advantage of the tournament system, we find that both systems improved student test scores across the distribution of initial learning levels after two years. However, the levels system is easier to implement and is more cost-effective.

Why this study matters

In low-income countries, only 8 per cent of school-age children are expected to learn minimum secondary school level skills by 2030, and 69 per cent are not expected to learn minimum primary school skills (https://report.educationcommission.org). In other words, education systems in low-income countries find it difficult to provide a quality education that creates student skills, while spending substantial sums (3 per cent of GDP) on education.

At the same time, high rates of teacher school and classroom absence have been documented across several low-income country settings. These effort indicators imply large fiscal costs to taxpayers, because of the large numbers of teachers employed. They are confirmed by qualitative reports: “The vast majority of regional and district education officials indicated that the low levels of societal respect for the teaching profession combined with the low requirements to join the profession have resulted in a large number of teachers in the workforce who are either unlikely to respond to efforts to increase teacher motivation and morale or who are only likely to respond to tangible and extrinsic incentive mechanisms.” (OPM, EQUIP-Tanzania, Baseline Report, 2015).

These HR and accountability challenges, in combination with the low and stagnant learning outcomes, have led to renewed interest among policymakers and researchers in incentive systems that link payments to frontline service providers to objective measures of performance. But how should such systems be designed and implemented? This paper provides an answer, comparing the effectiveness of two alternative systems that both aim to improve student learning outcomes by offering cash incentives. The lessons of this study have informed the design and implementation of subsequent larger-scale versions of the KiuFunza performance pay program in Tanzania, and have provided learning benefits for many thousands of students.

Citation

Mbiti, I., Romero, M., Schipper, Y., 2023. Designing Effective Teacher Performance Pay Programs: Experimental Evidence from Tanzania*. The Economic Journal, forthcoming, published online 2023, https://doi.org/10.1093/ej/uead010.

Tags: KiuFunza

Previous Story
A silent encounter
Next Story
Twaweza Annual Report 2022

Related Articles

Twaweza pays TZS 401 million in performance bonuses to 1,300 teachers

They improved basic reading and maths skills of over 78,000...

Twaweza teacher incentive program helps over 77,000 pupils to improve basic reading and math

This week teachers in 265 primary schools in 11 regions...

SEARCH

MONTHLY ARCHIVES

RESOURCE TAGS

Access to Information Accountability animation Art Citizen Agency Citizen Voices Civic Space Corruption Education Evaluation Free Expression Governance Government KiuFunza Learning Livelihood Media Monitoring Participation Press Freedom Rights Rule of Law Social services Technology Transparency Twaweza Women Youth

QUICK LINKS

  • BLOG
  • CAREERS
  • CONTACT
  • RESOURCES
  • NEWSLETTER

RECENT POSTS

  • Citizen Agency in Rwenjaza
  • All the Best, Aidan – A Farewell and a Fresh Start at Twaweza
  • Who Is Responsible for Development?

TANZANIA

 

KENYA

UGANDA

   

REGIONAL

 
Twaweza East Africa ©2024   | Site by Josiah Wandera  | Photos by Pernille Baerendsten and Deogratius Surah
SearchPostsLogin
Wednesday, 30, Apr
Citizen Agency in Rwenjaza
Sunday, 13, Apr
All the Best, Aidan – A Farewell and a Fresh Start at Twaweza
Saturday, 5, Apr
Who Is Responsible for Development?
Saturday, 29, Mar
The People’s Dialogue Festival 2025: Democracy in Action
Monday, 24, Mar
Twaweza Appoints Anna Bwana as its Executive Director
Monday, 10, Mar
Electoral Reform Beyond the Headlines and Why Mid-Cycle Interventions Like FURIC Matter

Welcome back,