Newer teachers are willing to be evaluated on their students’ academic growth, according to two new surveys, writes Jay Mathews in the Washington Post.
In the Teach Plus survey, 71 percent with 10 years or less in the classroom said student academic growth should be part of their evaluations, while just 41 percent of the more experienced group (11+ years) agreed. Education Sector compared teachers with less than five years of experience and those with 20+ years: 56 percent of newer teachers and 50 percent of older ones supported measuring teacher effectiveness using student growth models.
Sixty percent of the newer Teach Plus survey teachers said they were interested in changing “compensation and tenure systems.” Just 20 percent of the older teachers had that view. The Education Sector survey teachers appeared more supportive of moving in that direction: Ninety-one percent of the newer teachers and 75 percent of the older ones supported unions taking a role in simplifying the process of removing ineffective teachers.
The American Federation of Teachers’ proposal to make it harder to enter teaching will raise teacher quality, writes Marc Tucker in his Ed Week blog.
High-status professions “do a lousy job of getting rid of their worst performers,” but make it hard to get into professional school and to pass licensing exams, Tucker writes. “We will get quality teachers not by firing the worst but by recruiting, training and hiring the best.”
Higher standards mean better performance, which meets the interest of the public. But higher standards also means that fewer people are able to enter the profession, and fewer members curtails supply, which means higher compensation for those who get in. The professionals get higher compensation and the public gets higher student achievement. Everyone wins.
The National Education Association also has come out for “national standards for the preparation, licensing and certification of educators,” Tucker writes.
Younger teachers . . . want to work in a truly professional environment where competence and achievement count for more than seniority, where distinctions in responsibility and authority among teachers are made and made on the basis of their demonstrated accomplishments in the classroom.
The U.S. has “prized cheap teachers over good teachers,” lowering standards whenever there’s a shortage, Tucker writes. “A very large fraction” of would-be teachers today will not be able to meet high-quality licensure standards.
Attracting the young people who could pass the new “bar exams” would require us, the public, to be willing to pay teachers more, invest in our teacher training institutions to make their quality comparable to that of the institutions that train our doctors and engineers, improve the quality of school leadership so that schools become attractive professional workplaces and offer teachers the kind of professional autonomy that high status professionals have.
Chicago teachers are on strike,reports the Chicago Sun-Times. Chicago Public Schools administrators are staffing some elementary schools to offer half-day child care; some churches and community centers also are open to children.
The city’s charter schools are open as usual. About one third have room for more students.
Key disputed issues in the talks were teacher cost of living raises, additional pay for experience, job security in the face of annual school closures and staff shakeups, and a new teacher evaluation process that ties teacher ratings in part to student test score growth.
. . . CTU officials contend that CPS’ offer of raises over the next four years does not fairly compensate them for the 4 percent raise they lost this past school year and the longer and “harder” school year they will face this school year, with the introduction of a tougher new curriculum.
The union also wants “smaller class sizes, more libraries, air-conditioned schools, and more social workers and counselors to address the increasing needs of students surrounded by violence,” reports the Sun-Times. Chicago has been hit by a wave of homicides this year. Many of the victims are children, teens and young adults.
CPS officials say teachers average $76,000 a year and would earn 16 percent more over four years in the proposed contract. The district could face a $1 billion deficit by the end of the school year.
Pay isn’t the big issue, argues a Reuters analysis. The teachers’ union is fighting education reforms that make it easier to fire teachers and close schools if test scores don’t improve.
In Chicago, last-minute contract talks broke down not over pay, but over the reform agenda, both sides said Sunday. The union would not agree to (Mayor Rahm) Emanuel’s proposal that teacher evaluations be based in large measure on student test scores.
Nor would the union accept his push to give principals more autonomy over hiring, weakening the seniority system that has long protected veteran teachers.
“This is fight for the soul of public education,” said Brandon Johnson, an organizer with the Chicago Teachers Union.
Did both sides want a strike? asks Alexander Russo.
“It’s a strike of choice,” says Emanuel.
Unionized professors and staff at City Colleges of Chicago have agreed to performance pay. Instead of annual pay hikes for seniority, faculty members could earn bonuses based on student outcomes, such as graduation, transfer and employment rates. The bonuses won’t be linked to individual performance. If the district reaches it goals, all faculty members will receive more money.
More than 40 percent of high-poverty schools spend less on staff than low-poverty schools in the same district, concludes a federal report.
This is no surprise. High-poverty schools are staffed by teachers with less experience who are lower on the salary scale. In most districts, teachers gain transfer rights with seniority. Experienced teachers tend to move to schools with easier-to-teach students.
Twenty-one percent of students in Oakland, California, a mostly low-income, minority district, now attend charter schools and now two successful schools are converting to charter status, writes Lisa Snell on Reason.
Last week the Oakland Unified school district voted to close five elementary schools as part of a restructuring plan as the district grapples with a huge budget deficit caused in part by too many schools and not enough students. In the past six years student achievement in Oakland Unified has improved faster than any urban district in California. The district has operated through a charter-like school-choice process called “Options” where a student can enroll in any school in the district and the “money follows the child” to that school.
Despite the flexibility, teachers and principals at two elementaries, ASCEND and Learning Without Limits, have voted for charter status, saying charters “have far more control over who they hire, what they teach and how, and how they spend their money,” reports the San Jose Mercury News.
Those interviewed from the two schools, including Mari Rose Taruc, a parent-leader from ASCEND, say families overwhelmingly support the charter proposal.
The two schools hired teachers dedicated to the mission when they opened in 2001 (ASCEND) and 2007 (Learning Without Limits). But, this March, the district issued seniority-based layoff notices to 60 percent of the older school’s teachers and nearly all of the newer school’s teachers. While most of the layoff notices were rescinded, the two schools decided that charter conversion was the best way to protect the schools’ character.
P.E. teachers earn more than science teachers in several Michigan districts, reports the Mackinac Center for Public Policy.
There are 19 gym teachers in the Farmington School District who make more than $85,000 a year each. The average gym teacher’s salary in Farmington is $75,035. By comparison, the science teachers in that district make $68,483 per year on average.
. . . In the Woodhaven-Brownstown district, 18.5 (FTE) science teachers average some $58,400 per year in salary, while 12 gym teachers averaged nearly $76,700. In Harrison, science teachers earned $49,000 on average while gym teachers averaged $62,000.
Science teachers — especially those educated in physics and chemistry — have private-sector options, so they’re always in short supply. But districts don’t pay more to keep teachers with hard-to-find skills. With fewer options in the private sector, P.E. teachers stay longer, climbing the seniority-based pay scale.
Via PJ Media’s Instapundit.
Americans trust teachers, but not their unions, concludes the annual Phi Delta Kappa/Gallup Poll.
More than 70 percent of respondents have confidence in public school teachers; 69 percent give local teachers an A or B. However, nearly half say teachers’ unions hurt public education.
Three out of four said they’d encourage a bright student to become a teacher; 67 percent would like their own child to choose a public-school teaching career.
Americans increasingly support school choice, but only one of three favors vouchers, the poll reported.
Consistent with past findings, Americans believe teacher salaries should be based on multiple factors, including advanced degrees, experience, and the principal’s evaluations of the teacher. Students’ scores on standardized tests were rated as least important. Similarly, Americans believe that school districts should use multiple factors to determine which teachers should be laid off first, rather than basing it primarily on seniority (last hired, first fired).
College prepares graduates for the workforce, respondents said, but not all believe a college degree is sufficient for readiness.
Even more so than in the past, Americans give high marks to local schools, low marks to the nation’s schools, notes Rick Hess.
I’ll start by noting that I’m not a huge fan of the American public right now. After all, we’re the twits who demand lots of services but don’t want to pay for them. And then we get angry when our leaders can’t square this circle. We insist that they take painful steps to rein in spending, and then complain when they try to do it. In short, we’ve shown all the character and discipline of an irate preschooler.
While Americans strongly prefer small classes, 80 percent “believe that high school classes with more students and a better teacher would result in higher student achievement than would smaller classes with less effective teachers,” Hess notes.
Forty percent of public school teachers hired since 2005 came through alternative preparation programs, according to a survey by the National Center for Education Information. That’s up from 22 percent of new teachers hired between 2000 and 2004, notes Ed Week‘s Teaching Now.
In addition, the survey found that alternative-route teachers are more in favor of using reforms such as performance pay, elimination of tenure, tying student achievement to teacher evaluations, and market-driven pay to strengthen the teaching profession than are their traditionally prepared counterparts.
However, nearly all teachers, regardless of certification route, support removing incompetent teachers without concern for seniority.
All teachers surveyed were “slightly more satisfied with general working conditions” and “more satisfied with the status of teachers” than those surveyed in earlier years, going back to 1986, reports Profile of Teachers in the U.S. 2011.
Baby boomers are retiring: Less than a third of teachers are 50 or older and 22 percent are younger than 30.
Eighty-four percent of public school teachers are female, up slightly, and 84 percent are white, down from 91 percent in 1986.
Seniority determines teacner layoffs in most school districts. Laying off the least-effective teachers, instead of the newest hires, would let districts retain more and better teachers for the same budgetary savings, write University of Washington researchers Dan Goldhaber and Roddy Theobald in Education Next.
Only 16 percent of Washington state teachers who received lay-off notices were in the least-effective category, the study concluded, comparing teachers for whom value-added scores could be generated. Because the least-effective teachers are more senior and therefore earn higher pay, laying off 132 would save as much money as laying off 145 junior teachers.
Furthermore, the least-effective group was 20 percent of a standard deviation lower in students’ math and reading achievement then the least-senior group.
The magnitude of the difference is striking, roughly equivalent to having a teacher who is at the 16th percentile of effectiveness rather than at the 50th percentile. This difference corresponds to roughly 2.5 to 3.5 months of student learning.
Black students are far more likely to be taught by inexperienced teachers who are the first to be laid off, the study found. Effectiveness-based layoffs spread the disruption more evenly.
Some districts protect teachers in high-need specialties: Math and science teachers are less vulnerable to layoffs than P.E. and health teachers, for example. But in 70 percent of the nation’ s largest school districts, seniority alone determines the order of layoffs, the study concluded.
That’s just crazy.