She said consultants would be engaged to identify and analyse best practice models of performance-based pay and ways of assessing and rewarding teachers.
Now the notion of providing incentive for our best teachers is beyond argument.
However, identifying your best teachers is far from easy.
This is not like selling a used car where you get paid according to how many you sell each month.
And there is an argument that good teachers should be paid more.
The paradox is, the good teacher is the one who is doing the job for reasons other than pay, notwithstanding that pay is important.
A good teacher is the one who seeks to make a difference in the lives of young people.
Evaluating a good teacher's worth is difficult.
Academic achievement is not all that matters.
And one teacher doesn't necessarily deserve the credit for how a child performs.
The classroom teacher might be greatly assisted by another teacher who befriends a child in the playground or gives encouragement.
The school counsellor may solve a problem which was affecting the child in the classroom.
Or the culture of the home or the school might be toxic, which would prevent the child from improving as he or she should.
Of course the good teacher also may have too much to do.
And on the criteria for evaluating a teacher, may not rank.
After all, by the time the teacher's identified eating disorders, victims of bullying, possible suicidal intentions amongst one or two, whether they're allergic to peanuts, identifying who the child goes home with, how the child's managing in the latest custody battle, when the child has to be given medicine, there must be many teachers who'd think a car salesman job is a lot simpler.
The maths teacher mightn't get the best results in the classroom, but he might be the heart and soul of the school drama club, spending weeks producing a stage spectacular, giving children and families a wonderful experience.
How does merit pay recognise him?
The teacher coaching the netball team that doesn't win a game may also be giving the thrill of playing sport for the school to children who are always the last to be picked for anything.
How do you measure those results for merit pay?
A teacher who works well with the parents, is loyal to the school, attends extra-curricular activities.
How does a merit payment system recognise all that?
And if merit pay is instituted, teachers will know that their salary depends on specific results.
But teaching to the test is not necessarily a good education.
And certainly just because you've got a string of degrees does not in any way guarantee that you'll be a good teacher.
We need good teachers in all classes and beyond the classroom.
And yes, if you pay teachers better, perhaps those entering the profession will improve in quality.
But then as I said, perhaps for the really good teacher the money isn't the most important issue.
Those who are leaving teaching because of the money perhaps shouldn't have joined in the first place.
This is my last broadcast.
I'm also taking a break from my radio programme.
But when I return, my video editorial will continue exactly the same as this segment on 2GB.com.
And later, on 2GB's national news site to be launched in August, livenews.com.au.
But I want to thank all the people who've been associated with this segment for many years.
In particular Lara, who's been unfailingly pleasant and brilliant.
And Brandon, the leader of the camera crew team.
And to all those behind the scenes and the present team at Channel 9 who somehow got the technology from here to the broadcast studio.
And finally, good luck to the team at the Today Show with your important endeavours in the future.
In going, I am reminded of a simple little saying which applies to work as much as it applies to life.
Don't cry because it's over.
Smile because it happened.
See you somewhere.
