Tag Archives: ineffective

Yesterday’s Pueblo Chieftain featured a very telling story of why serious education reform cannot simply be entrusted to the good will of local school bureaucrats. Not that they aren’t necessarily trustworthy, because most of them certainly are. But the prevailing number of federal and state regulations, added on top of the provisions negotiated into the master union contract, have stacked incentives in favor of pleas for more money to help get them out. See what I mean: Local school administrators are well aware of the attempts by districts around the country to find ways to reward teachers and give them incentives to do better but it’s not something that can be done without also finding ways to pay for it. Kathy West, interim superintendent of Pueblo City Schools, said that there are indications that new federal programs will be coming soon to help cash-strapped districts like Pueblo’s do that. But for the time being the district remains with its narrowly worded contract and pay scale that bases salaries on years worked, degrees and training earned and on annual across-the-board pay increases. “It’s just too hard….” In other words, labor peace trumps teacher quality.

Alexander Russo at This Week in Education reports that the city of Baltimore threw a party to celebrate some dramatic improvements in student achievement: No doubt, the city has pulled things together in recent years. The number of students exceeding the state reading standard increased by 92 percent over the last two years, and the number of students exceeding the state math standard increased by 107 percent. All this apparently without any of the standards-lowering that other states have engaged in. The district still ranks near the bottom of Maryland’s 24 districts. But it’s worth celebrating. Academic performance in Charm City must have been pretty bleak before, if after such improvements the district still ranks last in the state. But then you see what’s happening to a charter school that’s been the shining light in Baltimore, and you wonder about the level of commitment to continuing the improvement process they’ve started to celebrate:

For teachable purposes, I like clear contrasts. You know: Black vs. white, Up vs. down, Chocolate ice cream vs. broccoli. But what about the world of education reform — specifically, teacher tenure? Two stories in particular popped up within hours of each other, and what a contrast they present. First, there’s this news from our neighbor to the east: A Kansas teacher says he was wrongfully terminated for his conservative views. Tim Latham has been teaching history and U.S. Government for over 19 years. But after teaching for just one year in the Lawrence School District in Lawrence, Kansas, Latham says his contract was not renewed because school officials did not like his conservative views — particularly a teacher website that Latham hosted and paid for himself. A teacher coach confronted him on that issue. If this indeed proves to be true, how sad it would be to see a teacher not only get persecuted for his unorthodox conservative patriotic views (unfortunately, it happens more than you may think) but also lose his job over it. He isn’t working for a private school. He’s working for a public school funded by taxpayer dollars! Latham has filed a grievance and said […]

Hooray for Nancy Mitchell, and so glad she is working at Ed News Colorado these days. Her latest investigation probes the value of our current teacher evaluation system at identifying effective teachers, weeding out ineffective teachers, and providing support where necessary. The results? Not very good: Education News Colorado requested teacher evaluation data from the six largest districts, all in the metro area, which serve more than 40 percent of public school students statewide. The analysis found little difference between the results of evaluations given in affluent, high-performing Douglas County and those doled out in urban Denver Public Schools, where large numbers of students perform below average on state exams. Fewer than 2 percent of teachers in either district – or in Adams Five-Star School District or in Jefferson County Public Schools – were told they needed to improve their instructional skills.

Detroit Public Schools is far from the model of educational success. In fact, it’s one of the worst-performing school systems in the country. For example, look no further than the abysmally low graduation rates. One of the problems that could be addressed would be the tremendous difficulty to remove ineffective classroom teachers. It is so difficult and costly to do that on the occasions when Detroit (and the problem isn’t isolated there by any stretch of the imagination) actually tries to remove poor performers, they have to resort to offering settlements worth many months of pay and promises not to reveal the reason for their terminated employment. That’s for teachers who show extensive evidence of not being cut out for the job — or in some cases, even worse. As the Education Action Group has uncovered (PDF), though, there is one sure way to ensure the removal of a Detroit Public Schools instructor. From a local union official’s own mouth, fire him or her for not paying union dues or fees:

Reforming how teachers are paid to better match the goals that benefit students in our education system is a tricky business. On one hand you have some people who oversimplify the issue of “merit pay” and think that it should be quite easy to implement a new system that has a positive impact on student achievement. (Of course, there is a significant grain of truth in what they advocate, as an analysis of a pilot program in Little Rock has shown.) On the other hand, you have entrenched opposition within elements of the education establishment who find it too hard to overcome the inertia that keeps the lockstep salary schedule in place. Paying teachers strictly for years of service and degrees is inefficient and ineffective, but a variety of obstacles are readily summoned to trip up any momentum toward compensation reform. That’s why it’s great news to read about a Colorado school district like Eagle County that at least has been working outside the box for the past six years to re-design teacher pay. Most noteworthy is that their system not only includes significant rewards for boosting student test scores, but also that it’s showing broader support among district teachers. […]