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Chicago: Community Schools Are a Better Strategy than “Education Reform”

By dianeravitch
June 19, 2024 //
31

Jeff Bryant, veteran education journalist, writes here about the success of community schools in Chicago, in contrast to the failed ideas of “education reform.” The latter echoed the failed strategies of No Child Left Behind and Race to the Top: testing, competition, privatization, firing staff, closing schools, ranking and rating students, teachers, principals and schools based on test scores. So-called “education reform” created massive disruption and led to massive failure.

Bryant describes the evolution of community schools in Chicago, led by grassroots leaders like Jitu Brown, where parents are valued partners.

Bryant writes:

“Until now, we haven’t even tried to make big-city school districts work, especially for children of color,” Jhoanna Maldonado said when Our Schools asked her to describe what Chicago Mayor Brandon Johnson and his supporters have in mind for the public school system of the nation’s third-largest city.

Johnson scored a surprising win in the 2023 mayoral election against Paul Vallas, a former CEO of Chicago Public Schools (CPS), and education was a key issue in the race, according to multiplenewsoutlets. Maldonado is an organizer with the Chicago Teachers Union (CTU), which is reported to have “bankrolled” Johnson’s mayoral campaign along with other labor groups, and Johnson is a former middle school teacher and teachers union organizer. What Johnson and his supporters are doing “is transforming our education system,” Maldonado said. There’s evidence the transformation is sorely needed.

For the past two decades, Chicago’s schools experienced a cavalcade of negative stories, including recurring fiscal crisis, financial scandals and mismanagement, a long downward slide in student enrollment, persistent underfunding from the state, the “largest mass closing [of schools] in the nation’s history,” and a seemingly endless conflict between the CPS district administration and CTU.

Yet, there are signs the district may be poised for a rebound.

“The people of Chicago have had enormous patience as they’ve witnessed years of failed school improvement efforts,” Maldonado said. “And it has taken years for the community to realize that no one else—not charter school operators or so-called reformers—can do the transformation. We have to do it ourselves.”

“Doing it ourselves” seems to mean rejecting years of policy and governance ideas that have dominated the district, and is what Johnson and his transition committee call, “an era of school reform focused on accountability, high stakes testing, austere budgets, and zero tolerance policies,” in the report, “A Blueprint for Creating a More Just and Vibrant City for All.”

After experiencing more than 10 years of enrollment declines between 2012 and 2022, losing more than 81,000 students during this period, and dropping from its status as third-largest school district in the nation to fourth in 2022, CPS reported an enrollment increase for the 2023-2024 school year. Graduation rates hit an all-time high in 2022. The number of students being suspended or arrested on school grounds has also declined significantly. And student scores on reading tests, after a sharp decline during the COVID-19 pandemic, have improved faster than most school districts across the country. Math scores have also rebounded, but are more comparable to other improving districts, according to a 2024 Chalkbeat article.

Johnson and his supporters have been slowly changing the district’s basic policy and governance structures. They are attempting to redefine the daily functions of schools and their relationships with families and their surrounding communities by expanding the number of what they refer to as “sustainable community schools.” The CPS schools that have adopted the community schools idea stand at 20 campuses as of 2024, according to CTU. Johnson and his transition committee’s Blueprint report has called for growing the number of schools using the sustainable community schools approach to 50, with the long-term goal of expanding the number of schools to 200.

The call to have more CPS schools adopt the community schools approach aligns with a national trend where several school districts, including big-city districts such as Los Angeles and New York City, are embracing the idea.

Community schools look different in different places because the needs and interests of communities vary, but the basic idea is that schools should address the fundamental causes of academic problems, including student health and well-being. The approach also requires schools to involve students and their families more deeply in school policies and programs and to tap the assets and resources available in the surrounding community to enrich the school.

In Chicago—where most students are non-white, more than 70 percent are economically disadvantaged, and large percentages need support for English language learning and learning disabilities—addressing root causes for academic problems often means bringing specialized staff and programs into the school to provide more academic and non-academic student and family services, often called wraparound supports. The rationale for this is clear.

“If a student is taken care of and feels safe and heard and has caring adults, that student is much more ready to learn,” Jennifer VanderPloeg the project manager of CPS’s Sustainable Community Schools told Our Schools. “If [a student is] carrying around a load of trauma, having a lot of unmet needs, or other things [they’re] worrying about, then [they] don’t have the brain space freed up for algebra. That’s just science,” she said.

“Also important is for students to see themselves in the curriculum and have Black and brown staff members in the school,” said Autumn Berg, director of CPS’s Community Schools Initiative. “All of that matters in determining how a student perceives their surroundings.”

“Community schools are about creating a culture and climate that is healthy, safe, and loving,” said VanderPloeg. “Sure, it would be ideal if parents would be able to attend to all the unmet needs of our students, but that’s just not the system we live in. And community schools help families access these [unmet] needs too.”

Also, according to VanderPloeg, community schools give extra support to teachers by providing them with assistance in all of the things teachers don’t have time to attend to, like helping families find access to basic services and finding grants to support after-school and extracurricular programs.

But while some Chicago educators see the community schools idea as merely a mechanism to add new programs and services to a school’s agenda, others describe it with far more expansive and sweeping language.

“Community schools are an education model rooted in self-determination and equity for Black and brown people,” Jitu Brown told Our Schools. Brown is the national director of Journey for Justice Alliance, a coalition of Black and brown-led grassroots community, youth, and parent organizations in more than 30 cities.

“In the Black community, we have historically been denied the right to engage in creating what we want for our community,” Brown said.

In Chicago, according to Brown, most of the schools serving Black and brown families are struggling because they’ve been led by people who don’t understand the needs of those families. “Class plays a big role in this too,” he said. “The people in charge of our schools have generally been taught to believe they are smarter than the people in the schools they’re leading.”

But in community schools, Brown sees the opportunity to put different voices in charge of Chicago schools.

“The community schools strategy is not just about asking students, parents, and the community for their input,” he said. “It’s about asking for their guidance and leadership.”

It Started with Saving a Neighborhood

Chicago’s journey of embracing the community schools movement has been long in the making, and Brown gets a lot of credit for bringing the idea to the attention of public school advocates in the city.

He achieved much of this notoriety in 2015 by leading a hunger strike to reopen Walter H. Dyett High School in Chicago’s predominantly African American Bronzeville community. Among the demands of the strikers—Brandon Johnson was a participant in the protest when he was a CTU organizer—was for the school to be reopened as a “hub” of what they called “a sustainable community school village,” according to Democracy Now.

The strike received prominent attention in national news outlets, including the New York Times and the Washington Post.

But Brown’s engagement with the community schools approach started before the fight for Dyett, going back almost two decades when he was a resource coordinator at the South Shore High School of Entrepreneurship, a school created in 2001 when historic South Shore International College Preparatory High School was reorganized into three smaller campuses as part of an education reform effort known as small schools.

Brown was responsible for organizing educators and community members to pool resources and involve organizations in the community to strengthen the struggling school. He could see that the school was being “set up,” in his words, for either closure or takeover by charter school operators.

“School privatization in the form of charter schools was coming to our neighborhood,” he said, “and we needed a stronger offer to engage families in rallying to the school and the surrounding community.”

Brown pushed for the adoption of an approach for transforming schools that reflected a model supported by the National Education Association of full-service community schools.

That approach was based on five pillars that included a challenging and culturally relevant curriculum, wraparound services for addressing students’ health and well-being, high-quality teaching, student-centered school climate, and community and parent engagement. A sixth pillar, calling for shared leadership in school governance, was eventually added.

After engaging in “thousands” of conversations in the surrounding historic Kenwood neighborhood, where former President Barack Obama once lived, Brown said that he came to be persuaded that organizing a school around the grassroots desires of students, parents, teachers, and community members was a powerful alternative to school privatization and other top-down reform efforts that undermine teachers and disenfranchise families.

Brown and his collaborators recognized that the community schools idea was what would turn their vision of a school into a connected system of families, educators, and community working together.

Open the link to continue reading this important story.

Categories Accountability, Charter Schools, Chicago, Closing schools, Community Schools, Competition, Corporate Reform, Education Reform, Failure, Innovation, NCLB (No Child Left Behind), Privatization, Race to the Top, School Choice, Standardized Testing, Teacher Evaluations, VAM (value-added modeling), Vouchers

Houston: Mike Miles Announces Layoffs of Educators and Custodians

By dianeravitch
May 10, 2024 //
14

Mike Miles, the state-appointed superintendent of the Houston Independent School District, announced that big layoffs are on the horizon. Miles, a military veteran and a graduate of the Broad Academy, came to Houston to disrupt the district on behalf of Governor Greg Abbott. He’s doing it. He did it previously in Dallas, where his controlling policies drove out record numbers of teachers.

Concurrently, 3,000 members of the Houston Federation of Teachers, which represents slightly more than half of Houston’s 11,655 teachers, overwhelmingly endorsed a resolution of “no confidence” in Miles and called for his ouster. Zeph Capo, a union leader, said that Miles “has steadfastly refused to listen to educators, parents and students about what they need, and has likewise refused to accept criticism with anything other than absolute disdain from people he says that he should be serving,”

Megan Menchacha of The Houston Chronicle reported:

An undisclosed number of Houston ISD teachers and principals received notices this week that they will be out of a job, state-appointed Superintendent Mike Miles said Thursday.

Miles said principals have begun making decisions about which teachers to hire back based on certain data points, such as spot observations, performance on the Texas Teacher Evaluation and Support System professionalism domain and performance on the Measures of Academic Progress Growth assessment and other student achievement data.

“We are using data maybe for the first time,” Miles said during a media conference. “At this time of year, when principals assess whether or not a teacher will return, they’re looking not just at the anecdotal information, but they’re also looking at data of all sorts to assess. So that’s what principals have been doing. They’ve been looking at data.”

Miles said he did not know the specific number of teachers or principals who would not be keeping their jobs, but the district would have that information in a few weeks. Multiple teachers reported receiving notices this week to attend a Zoom call to discuss their “future employment for the district” Friday, although the exact nature of the call was not made clear.

Miles said although several teachers will not have their contracts renewed, the district was not cutting the number of teacher positions. He said the district has been hiring people to replace the teachers who would not be renewed, and HISD students would still have an effective teacher and approximately the same class size ratios during the upcoming academic year. 

“Last Saturday, at the job fair, we had about 1,500 to 2,000 teachers apply for about 800 positions. Several hundred where offers were made,” Miles said. “I don’t know the exact number, but it’s … maybe 500 positions in the NES schools out of 5,000 that still are vacant, and those will be filled by the end of May.”

Miles said executive directors and division superintendents were also reviewing instructional, achievement and leadership data for principals and making decisions this week “based on several things” about who would be keeping their positions next year. 

Along with nonrenewals of teachers and principals, Miles said Thursday that almost every department, including custodians and maintenance workers, have to cut positions, although he said he didn’t know the exact number of employees who had learned they were being cut in recent weeks.

“The budget and financial situation has been complicated this year, because of the end of our COVID relief aid, or ESSER, dollars,” Miles said. “So as a result of ESSER dollars, the district had placed a lot of money into recurrent expenses, and that meant we have not only to balance the budget, but we have to find a way to pay for the positions that were funded by ESSER.”

EXCLUSIVE EVENT: Join our private Zoom with HISD Superintendent Miles on May 15

The notices come as the district’s Board of Managers are set to consider approving agenda items during their monthly meeting Thursday allowing the district to make a “reduction in force” before the 2024-25 academic year. The notices, if approved, would allow the district to cut several listed positions or employment areas, but would not require them to do so.

The list of positions facing cuts exceeds 20 pages and includes the vast majority of current campus-level jobs in the district, such as nurses; librarians; counselors; assistant principal; principals; reading, math and science teachers; fine arts and other elective instructors; speech therapists; magnet coordinators; and special education coordinators. 

The planned reduction in force comes as Miles estimates that the district will face an estimated $450 million budget gap during the upcoming school year. Miles has said that widespread cuts are necessary to keep the district from hitting a fiscal cliff amid the expiration of federal COVID-19 relief money and declining student enrollment.

‘NO CONFIDENCE:’ Nearly 3,000 Houston Federation of Teachers members rebuke Miles in vote

Categories Administrators, superintendents, Disruption, Houston, Teacher Evaluations, Teachers, Texas

David C. Berliner and Gene V. Glass Review “Slaying Goliath”

By dianeravitch
April 9, 2024 //
15

I am almost four years late in discovering this review by two scholars for whom I have the greatest respect: David C. Berliner and Gene V. Glass.

I was happy to read this review because Slaying Goliath had a checkered fate. It was published in mid-January 2020. I went on a book tour, starting in Seattle. By mid-February, I made my last stop in West Virginia, where I met with teachers and celebrated the two-year anniversary of their strike, which shut down every school in the state.

As I traveled, news emerged of a dangerous “flu” that was rapidly spreading. It was COVID; by mid-March, the country was shutting down. No one wanted to read about the fight to save public schools or about its heroes. The news shifted, as it should have, to the panicked response to COVID, to the deaths of good people, to the overwhelmed hospitals and their overworked staff.

To make matters worse, the New York Times Book Review published a very negative review by someone who admired the “education reform” movement that I criticized. I thought of writing a letter to the editor but quickly dropped the idea. I wrote and rewrote my response to the review in my head, but not on paper.

Then, again by happenstance, I discovered that Bob Shepherd had reviewed the review of my book in The New York Times. He said everything that I wish I could have said but didn’t. His review was balm for my soul. Shepherd lacerated the tone and substance of the review, calling it an “uniformed, vituperative, shallow, amateurish ‘review.’” Which it was. His review of the review was so powerful that I will post it next.

Then, a few weeks ago, I found this review by Berliner and Glass.

The review begins:

Reviewed by Gene V Glass and David C. Berliner Arizona State University, United States

They wrote:

In a Post-Truth era, one must consider the source. 

In this case, the source is Diane Rose Silvers, the third of eight children of Walter Silverstein, a high school drop-out, and Ann Katz, a high school graduate. The Silvers were a middle-class Houston family, proprietors of a liquor store, and loyal supporters of FDR.

After graduation from San Jacinto High School, she enrolled in Wellesley College in September, 1956. Working as a “copy boy”for the Washington Post, Diane met Richard Ravitch, a lawyer working in the federal government and son of a prominent New York City family. They married on June 26,1960, in Houston, two weeks after Diane’s graduation from Wellesley. The couple settled in New York City, where Richard took employment in the family construction business. He eventually served as head of the Metropolitan Transit Authority and Lieutenant Governor in the 2000s, having been appointed by Democratic Governor David Paterson.

 Diane bore three sons, two of whom survived to adulthood. Diane and Richard ended their 26-year marriage in 1986. She had not been idle. For a period starting in 1961, Diane was employed by The New Leader, a liberal, anti-communist journal. She later earned a PhD in history of education from Columbia in 1975 under the mentorship of Lawrence Cremin.

Diane was appointed to the office of Assistant Secretary of Education, in the Department of Education by George H. W. Bush and later by Bill Clinton. In 1997, Clinton appointed her to the National Assessment Governing Board (NAGB), on which she served until 2004. 

Ravitch worked “… for many years in some of the nation’s leading conservative think tanks.

Read the full pdf here.

ravitch-reviewDownload
Categories Accountability, Betsy DeVos, Billionaires, Broad Foundation, Charter Schools, Common Core, Corporate Reform, Curriculum, Democracy, Disruption, Education Industry, Ethics, Failure, Funding, Gates Foundation, Bill Gates, History, NCLB (No Child Left Behind), Parents, Privatization, Ravitch, Diane, Resistance, School Choice, Standardized Testing, Students, Teacher Evaluations, Teachers, Walton Foundation

New York Will Move Away from Teacher Evaluation Tied to Test Scores

By dianeravitch
April 8, 2024 //
48

Back in 2010, Secretary of Education Arne Duncan rolled out his Race to the Top program to reform American education. The U.S. Department of Education offered a total of $5 billion to states. To be eligible to compete for a part of the huge prize money, states had to agree to authorize charter schools, to adopt the Common Core (not yet finished), and to evaluate teachers based on the test scores of their students.

The requirement to change teacher evaluation was heated. Duncan scoffed at critics, saying they were trying to protect bad teachers and didn’t want to know the truth.

Debate over this methodology was heated.

I was part of a group of education scholars who denounced this method of evaluating teachers in 2010.

In 2012, three noted scholars claimed that teachers who raised test scores raised students’ lifetime incomes; President Obama cited this study, led by Harvard economist Raj Chetty, in his State of the Union address. It seemed to be settled wisdom that teachers who raised test scores were great, and teachers who did not should be ousted.

In 2014, the American Statistical Association warned about the danger of evaluating teachers by the test scores of their students. The ASA statement said that most studies of this method find that teachers account for 1-14% of the variation in test scores. The greatest opportunity for improvement, they said, was to be found in system-level changes.

The Gates Foundation poured hundreds of millions of dollars into districts willing to test value-added methodology, and eventually gave up. Teachers were demoralized, teachers avoided teaching in low-income districts. Overall improvements were hard to find.

Arne Duncan was a true believer, as was his successor, John King, and they never were willing to admit failure.

Teachers never liked VAM. They knew that it encouraged teaching to the test. They knew that teachers in affluent districts would get higher scores than those in less fortunate districts. Sometimes they sued and won. But in most states, teachers continued to be evaluated in part by their students’ scores.

But in New York state, the era of VAM is finished. Dr. Betty Rosa, the chancellor of the New York State Board of Regents, reached an agreement with Melinda Person, president of New York State United Teachers, to draft a new way of evaluating teachers that moves away from students’ standardized test scores.

New York state education leaders and the teachers’ union have announced an agreement to change how New York school teachers and principals are evaluated, and move away from the mandated reliance on standardized test scores.

State Education Department Commissioner Betty Rosa and New York State United Teachers President Melinda Person hand-delivered their drafted legislation Wednesday to lawmakers to create a new system that doesn’t use students’ test performance to penalize educators. The state teacher evaluation system, known as the Annual Professional Performance Review, or APPR, was modified in the 2015 budget to place a greater importance on scores.

“It’s connecting research to practice and developing strategies to ensure that teachers have the best tools and principals to make sure our young people are getting the best quality education,” Rosa told reporters Wednesday in the Legislative Office Building.

When NYSUT elected president Person last year, she said her first task was to change the teacher evaluation system, and state lawmakers said with confidence Wednesday it will happen this session.

The proposed law, which has not officially been introduced in the Legislature, would remove the requirement to base evaluations on high-stakes tests. School districts would have eight years to transition, but could make the changes faster than the required deadline.

Person argued it will support new teachers who are often burdened by the required paperwork under the current model.

“This would be a fair and a just system that would support them in becoming better educators, which is ultimately what they want to do anyway,” Person said.

The proposal was negotiated in agreement with state superintendents, principals, school boards, the PTA, Conference of Big 5 School Districts and other stakeholders. The issue has been contentious for union and education leaders for years, and both state Education Committee chairs in the Legislature said they’re thrilled with the agreement. 

“That’s such a nice thing in Albany,” said Senate Education chair Shelley Mayer, a Democrat from Yonkers. “Who can do that? Who gets agreement? It’s very hard around here.

“It takes a woman to do it,” Assembly Education chair Michael Benedetto replied with a smile.

Benedetto, a Bronx Democrat, was a classroom teacher for decades and recalled how feedback helps educators develop when done in the proper way.

“It’s like anything else — we want stability in our lives, we want to know where we’re going, how we’re going to be rated and what we’re going to be rated on, as a teacher, as a professional,” the assemblyman said.

Lawmakers will review the proposal and draft legislation in the coming weeks.

Remembering how strident were the supporters of VAM, it’s kind of wonderful to hear the collective sigh of relief in Albany as it fades away.

Categories Accountability, Charter Schools, Corporate Reform, Disruption, Duncan, Arne, Education Industry, Education Reform, Failure, Gates Foundation, Bill Gates, Standardized Testing, Teacher Evaluations, VAM (value-added modeling)

Jan Resseger: Why Are Teachers Being Demonized by Legislators?

By dianeravitch
January 31, 2023 //
11

Jan Resseger understands that legislators don’t know what teachers do all day. This ignorance enables them to echo outlandish insults about teachers and to write laws to solve non-existent problems. Legislators need to spend time in their local public schools to inform themselves and dispel the myths.

She writes:

Political attacks on teachers seem to be everywhere. Fanatical critics charge that teachers destroy white children’s self esteem by honestly acknowledging racism, and worse, they accuse teachers of “grooming” children. Public schoolteachers are the collateral damage in a widespread political campaign to discredit public schooling and promote privatization. As the new year begins, I have been grateful to prominent news commentators for calling out the scapegoating of schoolteachers.

The Cleveland Plain Dealer’s retired editorial page director, Brent Larkin devoted a weekly column to exploring what’s been happening in Ohio politics: “A large number of odious types in elected life are so obsessed with demonizing public schoolteachers that it interferes with these legislators’ ability to deal with real problems.” Larkin quotes Scott DiMauro, president of the Ohio Education Association: “When you have people deliberately fostering distrust, it has a devastating impact on educator morale… There are just so many challenges in terms of inequity of resources, discipline, poverty and culture-war attacks that have been very deliberately orchestrated by people on the right.'” Larkin concludes: “Great teachers are to be treasured. The way they’re treated speaks volumes about where we’re headed.”

The Washington Post’s culture critic, Robin Givhan wonders: “Who will remain when educators tire of picking their way through a political obstacle course of ginned-up outrage over bathrooms and manufactured controversies about racial justice?… Who will educate children when teachers finally become fed up with dodging bullets—or taking bullets—in service to someone else’s child?… It’s no secret that they’re underpaid for all the duties they perform… The United States has lost 370,000 teachers since the start of the pandemic… Critics have been punishing a them from all sides. The country asks public school teachers to carry this nation’s future on their backs, and then we force them to walk through a field of land mines.”

John Merrow, the retired education reporter for the PBS NewsHour recently wrote: “According to the Bureau of Labor Statistics, teachers are about three times as likely as other U.S. workers to moonlight… However, if you factor in part-time jobs within the school system, like coaching, teaching evening classes, or even driving a school bus, then an astonishing 59% of teachers are working part-time to supplement what they earn as full time teachers, according to the Economic Policy Institute… Teacher salaries have not kept up with inflation… and according to Education Week, ‘Teachers are also working under a ‘pay penalty,’ an economic concept meaning they earn lower weekly wages and receive lower overall compensation for their work than similar college-educated peers…'”

Data confirm Merrow’s concerns. In last summer’s most recent report from the Economic Policy Institute on the need to raise teachers’ salaries, Sylvia Allegretto reported the serious and growing disparity in the wages for teachers and other comparably educated college graduates: “Inflation-adjusted average weekly wages of teachers have been relatively flat since 1996. The average weekly wages of public school teachers (adjusted only for inflation) increased just $29 from 1996 to 2021, from $1,319 to $1,348 (in 2021 dollars). In contrast, inflation-adjusted weekly wages of other college graduates rose from $1,564 to $2,009 over the same period—a $445 increase.”

Bloomberg adds that one consequence of low pay on top of a barrage of controversy about what and how teachers teach is the growing shortage of teachers: “Overall, the U.S. job market ended 2022 at a near record for growth but one area in particular underscores how some parts of the economy still lag far behind pre-pandemic levels… The slow crawl is largely due to one industry—education—making up more than half of the jobs lost… (T)here has been a mass exodus of educators, leaving school districts with mounting vacancies to fill.”

There is clearly a tragic disconnect between the needs of America’s public schools and the resources legislators across the states are providing. Why? Part of the cause, of course, is the ideologically driven campaign the news commentators have noticed. Far right groups like the Bradley Foundation, EdChoice, Americans for Prosperity and the Goldwater Institute are pursuing a lavishly funded lobbying campaign—with model laws written and distributed by the American Legislative Exchange Council—to encourage legislators to privatize the whole educational enterprise.

Something else, however, has made our legislators increasingly susceptible to the ideology of the lobbyists and school privatizers. For several hours in December, as I watched a televised hearing of the Ohio House Education Committee, I was struck by so many lawmakers who seemed to define the role of teachers as mechanical producers of standardized test scores—and who conceptualize schools as merely an assembly line turning out workers who will help attract business and manufacturing to Ohio. I listened to a conversation filled with standardized test scores—numbers, percentages, and supposed trends measured by numbers. The only time human beings appeared in the discussion of education was when legislators blamed teachers for the numbers. It is not surprising that the same Ohio legislators are trying to transform the Ohio Department of Education into a new Department of Education and the Workforce.

In Ohio and across every state, aggregate standardized test scores dropped during the school closures and remote learning during COVID-19, but as I watched the televised hearing, the legislators seemed furious that teachers had not quickly come up with a different set of test-score production methods and turned the scores around. They seemed to believe that teachers should have been able to erase students’ emotional struggles during the return to schooling after COVID disruptions. Several declared that putting the governor in charge of education would take care of the problem and make teachers accountable.

As I watched the hearing, I realized again something that I already knew: Many of the people who make public education policy at the state level don’t know what teachers do. Few people on that committee seemed to grasp that teaching school is a complex and difficult job.

Watching the members of the Ohio House of Representatives discuss their concerns about our public schools made me think about David Berliner’s description of teaching. Berliner is Regents’ Professor of Education, Emeritus, at Arizona State University. He has also taught at the Universities of Arizona and Massachusetts, at Teachers College and Stanford University. Berliner comments on the human complexity of teaching as he contrasts the work of teachers and doctors:

“A physician usually works with one patient at a time, while a teacher serves 25, 30 or in places like Los Angeles and other large cities, they may be serving 35 or more youngsters simultaneously. Many of these students don’t speak English well. Typically anywhere from 5-15% will show emotional and/or cognitive disabilities. Most are poor, and many reside in single parent families… Many patients seek out their physicians, choosing to be in their office. On the other hand, many students seek to be out-of-class…. I always wonder how physicians would fare if 30 or so kids… showed up for medical treatment all at once, and then left 50 minutes later, healed or not! And suppose this chaotic scene was immediately followed by thirty or more different kids… also in need of personal attention. And they too stayed about 50 minutes…. Imagine waves of these patients hitting a physicians’ office five or six times a day!”

Berliner continues: “(T)eachers have been found to make about .7 decisions per minute during interactive teaching. Another researcher estimated that teachers’ decisions numbered about 1,500 per day. Decision fatigue is among the many reasons teachers are tired after what some critics call a short work day, forgetting or ignoring the enormous amount of time needed for preparation, for grading papers and homework, and for filling out bureaucratic forms and attending school meetings. In fact, it takes about 10 years for teachers to hit their maximum ability….”

Watching our legislators also made me think about the late Mike Rose’s definition of good teaching. Rose taught college students how to teach and he spent a good part of his career visiting classes to observe and document what excellent teachers do. Rose’s very best book, Possible Lives, is the story of his observations of excellent teaching as he spent three years observing public school classrooms across the United States: “Some of the teachers I visited were new, and some had taught for decades. Some organized their classrooms with desks in rows, and others turned their rooms into hives of activity. Some were real performers, and some were serious and proper. For all the variation, however, the classrooms shared certain qualities… The classrooms were safe. They provided physical safety…. but there was also safety from insult and diminishment…. Intimately related to safety is respect…. Talking about safety and respect leads to a consideration of authority…. A teacher’s authority came not just with age or with the role, but from multiple sources—knowing the subject, appreciating students’ backgrounds, and providing a safe and respectful space. And even in traditionally run classrooms, authority was distributed…. These classrooms, then, were places of expectation and responsibility…. Overall the students I talked to, from primary-grade children to graduating seniors, had the sense that their teachers had their best interests at heart and their classrooms were good places to be.”

I wish the people who make the laws which allocate and distribute state funding for public schools, were required to spend one day every year visiting a public school to watch what teachers do. In fact, I wish every state legislator were required to undertake the challenge of teaching in a public elementary, middle or high school for at least half of one school day every year.

Categories Education Reform, Teacher Evaluations, Teacher Pay, Teacher Shortage, Teacher Tenure, Teachers, Teachers and Teaching

North Carolina: A Teacher Explains Why the State is Pushing a Disastrous Plan

By dianeravitch
October 11, 2022 //
11

A few days ago, I posted a column by Peter Greene about a dreadful plan in North Carolina to align teacher pay and evaluation with test scores, an approach that has always failed and that always demoralizes teachers.

Peter was relying on the thorough research of Justin Parmenter, a North Carolina teacher who is a National Board Certified Teacher.

Another North Carolina teacher wrote the following comment:

As a North Carolina teacher, I can personally attest to everything that Justin Parmenter has written about this god-awful plan. It has absolutely no support either from teachers or from school districts, where the administrators know full well that it will only increase their already desperate staffing problems. Yet there seems to be almost nothing that we can do to stop it short of the NC State Board of Education. At least there, a majority of the members were appointed by our Democratic Governor Cooper and may balk at a plan so universally opposed by those it will directly affect. We have no real union (NCAE is an “advocacy organization”) since we’re prevented by law from forming unions or collective bargaining. We’re also barred from striking. We have no recourse except to appeal to those few sympathetic political figures (like the Governor) who might be able to stand in the way of this. The DPI and the Legislature, who created PEPSC, are just looking for another way to undercut public education (without just coming out and doing it openly) so that they can move on to the privatizing that they really want to do but that the public at large still opposes. Driving away experienced teachers by undercutting their pay and heaping new burdens on us is just their latest scheme.

Categories Accountability, Education Industry, Failure, North Carolina, Privatization, Teacher Evaluations, Teacher Pay, VAM (value-added modeling)

Nancy Flanagan: How to Make More Teachers

By dianeravitch
August 26, 2022 //
8

Nancy Flanagan is a retired educator who taugh in the schools of Michigan for many years. Her post was reprinted by the Network for Public Education.

She writes:

We need more teachers.

Good teachers. Well-trained and seasoned teachers. Teachers who are in it for the long haul.

Many of the articles floating around about the teacher shortage focus on data—What percentage of teachers really quit, when the data is impenetrably murky at best? And how does that compare with other professions?

In other words, how bad is it? Really?

These articles often miss the truth: Some districts will get through the teacher shortage OK. And most districts will suffer on a sliding scale of disruption and frustration, from calling on teachers to give up their prep time to putting unqualified bodies in classrooms for a whole year, sometimes even expecting the real teachers to keep an eye on the newbies.

The shortage will look different everyplace, but one point is universal: it’s not getting better.

Teachers are not just retiring and leaving for good. They’re part of the great occupational heave happening because of the COVID pandemic—people looking for better jobs, demanding more pay, in a tight labor market.

Public schools are now competing to hire smart and dedicated young people who want to be professionally paid and supported, especially in their early careers. When you’ve got student loans, higher starting pay is a big deal. And loan forgiveness if you teach for a specified number of years might make a huge difference.

Before anybody starts telling us how to make more teachers, as fast and cheaply as possible, to prevent “learning loss,” we should think about Peter Greene’s cynical but spot-on assessment of the underlying goals of folks pushing for a New Concept of who can teach:

Once you’ve filled classrooms with untrained non-professionals, you can cut pay like a hot knife through cheap margarine. It’s really a two-fer–you both erode the power of teachers unions and your Teacher Lite staff cost you less, boosting your profit margin for the education-flavored business that you started to grab some of those sweet, sweet tax dollars. And as an added bonus, filling up public schools with a Teacher Lite staff means you can keep taxes low (why hand over your hard-earned money just to educate Those Peoples’ children).

Several states (and Florida springs to mind here) almost seem to be competing for the best ways to reduce public school teacher quality, thus reducing public school quality in the process. In addition to offering full-time, teacher-of-record jobs to folks without college degrees, they’re trying to brainwash the ones they already have by offering them $700 to be, well, voluntarily indoctrinated about another New Concept around what the Founders really meant in the Constitution.

Attention MUST turn to an overhaul of how we recruit, train and sustain a teaching force.

All three are important—and have been so for decades. We’ve been talking about improving the teacher force, from selection of candidates to effective professional learning, for decades. As Ann Lutz Fernandez notes, in an outstanding piece at the Hechinger Report, there is a surfeit of bad ideas for re-building the teacher workforce, and not enough coherent, over-time plans to put well-prepared teachers into classrooms, and keep them there.

I have worked on a number of projects to assist beginning teachers using alternative routes into teaching. And while there are problems, there’s something to be said for teaching as a second (or fourth) career,with the right candidates and pre-conceptions, and the right professional learning.

That professional learning has to include a college degree, and field experience. Many high-profile charters advertise the percentage of students who are accepted into colleges. There’s been a longtime push to mandate challenging, college-prep courses at public high schools, and send larger numbers of students to post-secondary education.

Teachers need to be credentialed to demand respect from the education community, plain and simple, no matter what Ron DeSantis says. It’s past 50 years since bachelors degrees were the required norm for teachers in all states. Backing away from that is egregiously foolish—and almost certainly politically motivated.

If we were serious about making more *good* teachers, we’d need two core resources: money and time. Money to effect a significant nationwide boost in salaries, loan forgiveness programs, student teaching stipends, scholarships, plus the development of more alternate-entry and Masters in Teaching programs that include both coursework and an authentic, mentored student teaching experience.

This would also take time—but it absolutely could be done. Would-be teachers should have to invest some skin in the game—not because traditionally trained teachers had to jump through hoops, but because teaching involves commitment to an important mission. Done well, it’s professional work. We can argue about teacher preparation programs, but nobody should be going into a classroom, alone, without training and support. It’s bad for everyone—teachers, communities and especially kids.

What are we going to do in the meantime?

Alternative routes have sprung up all over the country, some unworthy, others better. All are stopgaps, but some of those teachers will continue to grow and excel in the classroom. And I agree with Michael Rice, MI State Superintendent of Schools:

“If the question is whether we have a teacher that is certified through (an alternative route) or have Mikey from the curb teaching a child — a person who has no experience whatsoever and is simply an adult substituting in a classroom for a long period of time because there isn’t a math teacher, there isn’t a social studies teacher, there isn’t a science teacher — the teacher that is developed through an alternative route program or expedited program is going to be preferable.”

It’s worth mentioning that this shortage has been visible, coming down the road, for years. The pandemic and that great occupational upheaval have merely brought it into focus.

It’s past time to get the teacher pipeline under control. This will take good policy.

Categories Education Reform, Teacher Evaluations, Teacher Pay, Teacher Shortage, Teachers

Debunking the Myth That Teachers Stop Improving After Three-Five Years

By dianeravitch
April 4, 2022 //
82

The following post was written by Jill Barshay and reposted by Larry Cuban on his blog. It is a response to the claim by various economists that teachers don’t improve after three to five years. This claim has been used to promote Teach for America, despite their inexperience and lack of substantive teacher education. It has also been used, as the previous post about North Carolina shows, to claim that teachers should not be paid based on their experience. It’s a pernicious idea, and I thank Larry Cuban for featuring this debunking of the conventional but wrong “wisdom.”

Jill Barshay writes:

The idea that teachers stop getting better after their first few years on the job has become widely accepted by both policymakers and the public. Philanthropist and former Microsoft CEO Bill Gates popularized the notion in a 2009 TED Talk when he said “once somebody has taught for three years, their teaching quality does not change thereafter.” He argued that teacher effectiveness should be measured and good teachers rewarded.

That teachers stop improving after three years was, perhaps, an overly simplistic exaggeration but it was based on sound research at the time. In a 2004 paper, economist Jonah Rockoff, now at Columbia Business School, tracked how teachers improved over their careers and noticed that teachers were getting better at their jobs by leaps and bounds at first, as measured by their ability to raise their students’ achievement test scores. But then, their effectiveness or productivity plateaued after three to 10 years on the job. For example, student achievement in their classrooms might increase by the same 50 points every year. The annual jump in their students’ test scores didn’t grow larger. Other researchers, including Stanford University’s Eric Hanushek, found the same.

But now, a new nonprofit organization that seeks to improve teaching, the Research Partnership for Professional Learning, says the conventional wisdom that veteran teachers stop getting better is one of several myths about teaching. The organization says that several groups of researchers have since found that teachers continue to improve, albeit at a slower rate, well into their mid careers.

“It’s not true that teachers stop improving,” said John Papay, an associate professor of education and economics at Brown University. “The science has evolved.”

Papay cited his own 2015 study with Matt Kraft, along with a 2017 study of middle school teachers in North Carolina and a 2011 study of elementary and middle school teachers. These analyses all found that teachers continue to improve beyond their first five years. Papay and Kraft calculated that teachers increased student performance by about half as much between their 5th and 15th year on the job as they did during the first five years of their career. The data are unclear after year 15.

Using test scores to measure teacher quality can be controversial. Papay also looked atother measures of how well teachers teach, such as ratings of their ability to ask probing questions, generate vibrant classroom discussions and handle students’ mistakes and confusion. Again, Papay found that more seasoned teachers were continuing to improve at their profession beyond the first five years of their career. Old dogs do appear to learn new tricks.

The debate over whether teachers get better with experience has had big implications. It has prompted the public to question union pay schedules. Why pay teachers more who’ve been on the job longer if they’re no better than a third-year teacher? It has encouraged school systems to fire “bad” teachers because ineffective teachers were thought to be unlikely to improve. It has also been a way of justifying high turnover in the field. If there’s no added value to veteran teachers, why bother to hang on to them, or invest more in them? Maybe it’s okay if thousands of teachers leave the profession every year if we can replace them with loads of new ones who learn the job fast.

So, how is it that highly regarded quantitative researchers could be coming to such different conclusions when they add up the numbers?

It turns out that it’s really complicated to calculate how much teachers improve every year. It’s simple enough to look up their students’ test scores and see how much they’ve gone up. But it’s unclear how much of the test score gain we can attribute to a teacher. Imagine a teacher who had a classroom of struggling students one year followed by a classroom of high achievers the next year. The bright, motivated students might learn more no matter who their teacher was; it would be misleading to say this teacher had improved.

Categories Economics, Education Reform, Standardized Testing, Teacher Evaluations, Teachers and Teaching

North Carolina Plans to Scrap Experience-Based Teacher Pay and Replace It With Test-Based “Merit Pay”: A Zombie Policy

By dianeravitch
April 4, 2022 //
16

What can you say when a state decides to adopt a policy that has failed again and again and has been conclusively discredited? I call such proposals “zombie policies,” because they fail and fail but never die.

Justin Parmenter, a National Board Certified Teacher in North Carolina, writes here about a plan in his state to eliminate experienced-based pay and replace it with the obsolete practice of tying teacher pay to student test scores. The leaders in North Carolina call it ”merit pay.” It is also called value-added evaluation and test-based compensation.

Whatever it is called, it is ineffective and demoralizing to tie teacher pay to test scores. Those who teach in affluent districts will be paid more than those who teach in low-income schools or who teach students with disabilities. Presumably, the folks in North Carolina never heard of the POINT study in Nashville, Tennessee, a three-year study of whether teachers would produce higher test scores if offered a big bonus. The conclusion was that the bonus (merit pay) did not make a difference.

The final evaluation concluded:

While the general trend in middle school mathematics performance was upward over the period of the project, students of teachers ran- domly assigned to the treatment group (eligible for bonuses) did not outperform students whose teachers were assigned to the control group (not eligible for bonuses). The brightest spot was a positive effect of incentives detected in fifth grade during the second and third years of the experi- ment. This finding, which is robust to a variety of alternative estimation methods, is nonetheless of limited policy significance, for this effect does not appear to persist after students leave fifth grade. Students whose fifth grade teacher was in the treatment group performed no better by the end of sixth grade than did sixth graders whose teacher the year before was in the control group.

Have the North Carolina policymakers heard about the Gates-funded program to evaluate and pay teachers based on test scores and peer evaluations, which was tried in seven sites, including Hillsborough County, Florida, Memphis, Pittsburgh, and four charter chains? The program cost hundreds of millions of dollars, and it was evaluated by the RAND Corporation and AIR. The cost of the program was shared between Gates and the local districts.

The evaluation report of the Gates program was released in 2018. It concluded that the program did not improve student achievement, did not raise graduation rates or dropout rates, and did not change the quality of teachers. In some sites, teacher turnover increased. The neediest students did not get the best teachers because teachers angled to get students who would produce higher test scores. The program planners expected that as many as 20% of the site’s teachers would be fired but only 1% were.

Furthermore, in 2017, a federal judge in Houston threw out precisely the same evaluation system that North Carolina plans to use because teachers were judged by a “secret algorithm” and had “no meaningful way” to ensure that their scores were correctly calculated. The judge wrote: “The [teacher’s] score might be erroneously calculated for any number of reasons, ranging from data-entry mistakes to glitches in the computer code itself. Algorithms are human creations, and subject to error like any other human endeavor.”

Parmenter writes:

A draft proposal coming before the State Board of Education next week (April 6) would transition all North Carolina teachers to a system of “merit pay” as soon as 2023.

The proposal represents the culmination of the work of the Professional Educator Preparation and Standards Commission, which was directed by state legislators to make recommendations on licensure reform.

The proposed change would make North Carolina the first state in the country to stop paying teachers on an experience-based scale that, at least in theory, rewards long-term commitment to a career in education and recognizes the importance of veteran educators (if adequately funded by the state–but that’s a topic for another post).

Instead, compensation would be based largely on teacher effectiveness as determined by EVAAS, a computer algorithm developed by the SAS corporation which analyzes standardized test scores. Teachers who do not have EVAAS scores would receive salaries based on principal observations, observations by colleagues, and student surveys.

This plan is problematic in a number of ways. It would increase “teaching to the test” by offering a handful of larger salaries to those educators whose students do well on tests. Competition over a limited number of larger salaries would lead to teachers working in silos rather than collaborating and sharing best practices as cohesive teams. Teachers of subjects with no standardized tests are raising concerns that observations and student surveys are highly subjective, and basing salaries on them would be unfair.

Dr. Tom Tomberlin, who serves as the North Carolina Department of Public Instruction’s Director of Educator Recruitment and Support, has justified moving away from an experience-based pay scale by claiming that teacher effectiveness plateaus after the first few years in the classroom.

It’s an argument which shows a major disconnect between DPI and those of us who actually work in schools and experience first hand how important veteran teachers are to overall school operations.

Veteran teachers often work as mentors, run athletic departments, coach sports and deliver professional development for peers.

They have long-standing relationships with school families and community members that position them to be excellent advocates for the needs of their schools.

None of that value is reflected in a veteran teacher’s EVAAS score.

Brenda Berg, CEO of pro-business education reform organization Best NC, has been a vocal proponent of scrapping the experience-based pay scale. Berg, who serves on the compensation subcommittee that helped develop the plan, said this week that it’s clear our current system isn’t working and it’s time to be “bold” about change even if it’s “scary.”

I’d like to note that anyone who claims educator pushback to this plan is centered in fear of change is completely out of touch with what it’s like to be a professional educator. We are the most flexible and resilient people on the planet, and the last two years have illustrated that fact like never before. We also know what it means to be treated fairly.

It’s true that North Carolina is facing a major pipeline crisis, with enrollment in UNC education programs down drastically over the past several years. It’s true that if we aren’t bold about change we will soon have nobody left who’s willing to work in our schools.

But we also need to be bold about acknowledging the reason for this crisis. It isn’t because the licensure process is too cumbersome. It isn’t because veteran teachers are ineffective and making too much money. It isn’t because our teachers lack accountability.

The reason North Carolina’s schools are suffering from a lack of qualified educators is because for the last 12 years our legislature’s policies have made it deeply unappealing to be a teacher in this state. Those policies include cutting master’s pay and longevity pay, taking away teacher assistants, eliminating retiree health benefits and many, many others.

The solution to North Carolina’s teacher pipeline crisis isn’t a system of merit pay which devalues long term commitment to public schools and ties salaries to standardized tests and subjective measures.

The solution to the problem is comprehensive policy change that makes a teaching career in North Carolina an attractive proposition. That’s the kind of change that will allow us to put an excellent teacher in every classroom.

This proposal ain’t it.

You can share feedback on the proposal with Dr. Thomas Tomberlin here: Thomas.Tomberlin@dpi.nc.gov

State Board of Education members will hear Dr. Tomberlin’s presentation at the April 6 board meeting. Their email addresses are:

eric.davis@dpi.nc.gov
alan.duncan@dpi.nc.gov
olivia.oxendine@dpi.nc.gov
reginald.kenan@dpi.nc.gov
amy.white@dpi.nc.gov
James.Ford@dpi.nc.gov
Jill.Camnitz@dpi.nc.gov
Donna.Tipton-Rogers@dpi.nc.gov
JWendell.Hall@dpi.nc.gov
john.blackburn@dpi.nc.gov
mark.robinson@dpi.nc.gov
dale.folwell@dpi.nc.gov

Categories Education Industry, Failure, Merit pay, Nashville, North Carolina, Teacher Evaluations, Teacher Shortage, VAM (value-added modeling)

Jennifer Berkshire: Who Is Driving Teachers Out of Their Profession?

By dianeravitch
March 2, 2022 //
29

Jennifer Berkshire, expert education journalist and co-author of A Wolf at the Schoolhouse Door, writes in The Nation about the forces driving teachers out of the schools.

She interviewed many teachers who explained why they were leaving. Some cited ”the bad teacher” narrative promulgated by Arne Duncan and his insistence that teachers be evaluated, based on their students’ test scores, which is both ineffective and inaccurate. His and Obama’s “Race to the Top” was deeply demoralizing to teachers, and it accomplished nothing positive.

She begins:

Neal Patel survived teaching in the pandemic. It was the culture wars that did him in.

In the fall of 2020, Patel added two flags to the wall of his science classroom in Johnston, Iowa. Now, alongside images of energy waves and the electromagnetic spectrum were the Gay Pride rainbow flag and a proclamation that Black Lives Matter. The flags, says Patel, represented the kind of inclusive space he was committed to creating, sending a signal to all students that even in this conservative suburb of Des Moines, there was a place for them.

School administrators supported him—on one condition. “They’re just there as decoration,” Patel says. “The only time I discuss the flags is when a student asks me about them.”

Patel assumes it was a student who snapped a picture of the display. Somehow it ended up on the Facebook page of a conservative state legislator. Representative Steve Holt, who lives 100 miles from Johnston, pointed to the flags as evidence of creeping left-wing indoctrination in Iowa’s schools and encouraged his constituents to take a stand. Patel says he was shocked by the attention, then upset: “Holt thinks it’s a political issue to try to create an inclusive environment, and he’s using that to try to further divide our community.”Johnston has grown only more divided since Patel became Facebook fodder. At a school board meeting last fall, members debated whether to ban two books on race, including one by the Native American writer Sherman Alexie, after parents complained. The president of the Iowa State Senate, who represents a neighboring county, took the mic during the public comment period, calling for teachers who assigned “obscene” material to be prosecuted. Patel was in the crowd that night, to lend support to minority and LGBTQ students who’d come to speak out against banning the books. And he had an announcement of his own to make: This year would be his last as a teacher in Johnston.

The Obama administration made matters much worse for teachers when it imposed test-based evaluation as the heart of its “reforms.”

The thinking went something like this: Make teacher evaluations tougher, and teaching would get better, which would mean higher student achievement, more students graduating from college, and ultimately a country better able to outsmart China et al. “Tougher” meant holding teachers accountable for how their students fared on standardized tests…

In 2010, Colorado became one of the first states to enact a high-stakes teacher evaluation law; by 2017, nearly every state had one on the books. While the pandemic may have disrupted everything about schooling, policies like Colorado’s Senate Bill 10, with its 18-page evaluation rubric and 345-page user guide aimed at weeding out bad teachers, remain in place.

For Shannon Peterson, an English language acquisition teacher in Aurora, that meant leading her students through a writing exercise last fall as her principal observed. Peterson’s students, many of them immigrants who live in poverty, bore the pandemic heavily, she says: “The kids are stressed, all of their writing is about anxiety, and attendance is way down.”

To her delight, the students responded enthusiastically to the writing prompt she’d come up with: comparing and contrasting the Harlem Renaissance and Black Lives Matter, and how the entertainment industries in their respective eras related to both. In a year of stress and struggle for teachers and students alike, here was something to celebrate. “Excellent writing came out of this,” Peterson says.

Her principal wasn’t convinced. Peterson, he felt, hadn’t done enough actual teaching during the observation. “I just don’t feel comfortable checking off these boxes,” he told her.

The previous year, when the cash-strapped school district had offered teachers buyouts to leave, Peterson turned it down: “I felt an enormous obligation to go back for the kids and my colleagues.” After her evaluation, though, Peterson had reached a breaking point. She quit a week later, walking away from a career that spanned 23 years, 18½ of them in Aurora. “I’m not a box,” Peterson says.

Two weeks after Peterson resigned, a major study came out: The decade-long push to weed out bad teachers had come to naught. The billions of dollars spent, the wars with teachers’ unions, and the collapse in teacher morale had produced “null effects” on student test scores and educational attainment.

Please open the link and read the study. Billions of dollars wasted on ineffective and demoralizing teacher evaluations that produced tons of data but nothing else.

Categories Accountability, Budget Cuts, Corporate Reform, Democrats, Duncan, Arne, Education Industry, NCLB (No Child Left Behind), Race to the Top, Teacher Evaluations, Teacher Shortage, Teachers, VAM (value-added modeling)
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