A teacher in Connecticut will lose her job because she teaches the neediest kids. If she can get a job in an affluent district, she will get a high rating.
She writes:
“I have been reading your flurry of blog posts and the excellent comments from teachers and other concerned citizens all at once this morning, and while I must say, they are very cathartic, my stomach is all in knots because they so hit home with my present situation, and clearly of so many other teachers. What you say about charter schools being “free to choose its enrollment and kick out disruptive students while we must accept everyone” is one of the kernels of truth at the center of this whole mess.
“I teach 7/8 social studies in one of the “lowest performing” schools (read highest poverty and crime neighborhoods), in a large CT urban district (name withheld to protect the guilty…). According to the new teacher evaluation system tied to test scores, I have been labelled as ineffective, and am being terminated by the district after 10 years.
“My school is not a magnet, and so we must accept students who are “kicked out” of charters and magnets from around the city at all times during the school year, and I actually had 6 students transfer in after March! These are often children with severe emotional disturbances, but they are almost always children who are very low-skilled, and by middle school, very turned off by the “Brave New World” of being tested more than they are being taught. Just the change in the classroom dynamic when new students like these are brought in is enough to throw all learning out of kilter as my current students feel the need to establish themselves in the pecking order of their new classmates. This makes any of my cooperative grouping plans go right out the window until I can try to form relationships with the new students, which sometimes is next to impossible, and this is only one of a myriad of problems like 10 year-old computers, no librarian, huge school wide disciplinary problems, lack of parental involvement, etc., etc.
“However, all these challenges for me and other teachers in schools like mine might be overcome if it were not for the pressure of district and school administrators constantly harping on deficient test scores, not enough “higher order thinking” questions, (very hard to do when many of my students can barely read) and not perfect classroom management. I have always believed that good teachers teach the “whole student” and that before any of those higher order thinking goals can be achieved, I need to meet the students at their level, and try to build on their strengths to give them the confidence they need to succeed, let alone survive the many traumas they face from their home situations. It is cruel to give them tests that just confirm their feelings of inadequacy, and yet, sadly, that is the future for my students with the CCSS Smarter Balance testing on the way.
“Of course I am not trying to claim that I have all the answers, but I don’t think that the powers that be do either. Every weekend of the past two years I have spent countless hours online looking at excellent websites like teachingchannel.org or edutopia.org among many others, and all have been very helpful for me in improving my practice and finding methods to increase student-directed learning. I have attended workshops and served on school reform committees in my district, but still, according to my district, I am not effective because my children are deficient according to these “standards.” I came to teaching 10 years ago after having had another career because I really thought I could make a difference for children in a school like mine, and judging from the number of kids who come back to say hello after they graduate and have written me thank you letters, I think I probably have. I am 57 and have been sending applications to other districts, but this may be the end of my teaching career because of my age and my poor rating.
“Thank you, Diane, for making me feel that at least I am not alone in this tragedy that is occurring in public education, although it is a small comfort considering that the welfare of our most at-risk children is at stake.”
“

Yes, I also thank Diane for the access to other sides of an issue where I would perhaps ignore.
There are always two sides to everything. Education is changing dramatically and with this change comes tremendous opportunity. Perhaps you are looking in the wrong place. You have age, experience and desire. Look inside for answers.
Dick Velner – Parent, Teacher and Curriculum Principal
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Are you serious? Did you just tell a woman that was fired that she should look inside to see if she was to blame for what happened to her?
Did you just tell a 57 year old woman that has been outside of an education field for 10 years and is facing a blackball from the mark she couldn’t control for that she should look at it as an opportunity?
This verges on sadism sir. Shame.
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And lunacy? Seriously something is wrong.
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My beliefs about grief (and this qualifies) are such that while we believe “G-d has a plan” – we do not tell someone mourning that “This is what is best because G-d made it happen” or as we say in Hebrew – Gam zu l’tovah – and this too is for the best (good).
At times like this, it’s not despair to empathize with the woman, wish her well, and offer positive beliefs.
You do not tell someone in a grief-stricken state that perhaps this was for the best, and if you’re open to it, there’s a world of opportunity out there.
“There is a time to embrace, and there is a time to refrain from embracing” “There is a time for everything”
Given that losing a job is often likened to mourning process with stages, I’d say that most people would be aware that the very first steps at this point would not be to tell her “perhaps this is for the best”.
You would not tell that woman who had her child brutally murdered that the murderer getting off “was perhaps meant to be” and she should now start to move beyond her grief and anger as the first things to say.
Those same words of comfort can cut like knives said at the wrong time – I think this is basic human knowledge.
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Give it up Dick. Another administrator who has never spent a fair amount of time in a classroom. In science, we say just because it’s written in a book, doesn’t mean the experiment is going to work. Sometimes it’s a disaster,sometimes a few errors and sometimes, u have to ask how the heck did this get in the Pearson science book….
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Really?
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I don’t think dickveiner meant it in a negative way. His advice is sort of like the advice you give to someone who has watched their children be brutally murdered and then seen the murderer pay off a judge and waggle his eyebrows and stick his tongue out at him while smirking his way out of the courtroom, scott-free.
Sometimes life is beyond unfair. Despair at this doesn’t help. Pointing this out isn’t necessarily tantamount to asserting that unfairness is OK.
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I would hope that no one would say that in either situation. Having lost a child, AND having a husband laid off for reasons beyond his control, if someone said to me to “look inside” and decide how this helps me, especially when the grief was fresh, they would be laid out.
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I didn’t say that it was a smart or helpful thing to say. I just don’t think there was any real malice behind it.
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Nice of you to defend him but his comments are always like this one. He believes that he has the holy grail of educational success and anyone who doesn’t listen to him and follow his lead has serious problems. Not an humble man, by any stretch.
The edupreneurs like Mr. Velner have no empathy nor time for people like the teacher in this post. Go and read his blog and you’ll see what kind of cold, callous, imperious person he is. Don’t defend that which can’t be defended.
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I have no patience for him…legend in his own mind…delusions of grandeur…..or both and something else. Pompous ______…fill in the blank.
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Dick, buddy, how about sharing what works for you regarding CCS. How did you implement it? What have been the results? How did you train your teachers and what ongoing support do they get? Are they on a performance track to be railroaded out of teaching after 10 years of being rated as “exemplary”?
Who has the opportunity in today’s world of education? The teacher who is fortunate enough to be in a high performing school?
I personally went through what our Connecticut teacher suffered. Similar scenario. I “looked inside myself” and had a nervous breakdown and a several month trip to the psychedelic circus. I couldn’t get back on the horse and ended up medically retired.
Have some sympathy for those of us who have worked our guts out trying to teach, the best way we know how, and just haven’t been able to figure out how to urinate into a 100 mile gale without getting wet.
Thanks.
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Good for you. I’ve long proposed that schools should be teacher “owned” and operated. It puts a different perspective on things when one bears the risk oneself.
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Ok Dick, I see where you’re coming from. But wouldn’t you agree that you are in a very small minority of teachers in America that have some control over their own destiny?
I’m sure your teachers are very competent. How do you think you would fair in a state/district where CCS have been adopted? Would you feel more or less successful?
Just some thinking points. Boy, I would have loved to have been in your district/situation. I can now see why one of my teacher buddies went back to Minnesota.
Jim
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Googling Russian School of Mathematics I find 6 after school programs around Boston. Where is yours?
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“Education is changing rapidly and with this change comes tremendous opportunity.”
Yes, a tremendous opportunity to bust the unions, loot the public sector and get rich off the poorest kids in the US.
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I hope that this evil incident serves as a wakeup call; we must all become activists. I mean that we must picket, we must file lawsuits, and we must overwhelm our news media with our stories. I see no other alternative. If we don’t do so, we will see far more stories like this one.
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This incident has been quietly replicated for easily a decade at New Haven Public Schools.
This really suggests an insidious age-ism ( here this teacher is 57) and a willingness of all involved at the managerial level to essentially break the law. Of course, this also suggest conspiracy to circumvent age discrimination laws between public school districts and the so-called teacher’s union management.
Now some may say, “hold on conspiracy brother,” but I say “cow-pucky!”
Its time to open our eyes and take to the streets before we are totally steamrolled by the monetized interests AND our supposedly own administrators and union managers.
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Brutus,
Let’s meet and make it happen!
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Ohk. I will put email up. Look for it. Talk soon.
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Education has always been changing.
Oh No…Do not look some place else.
Fight….Fight…
I did…I do….and I won..
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I don’t know who you are but you sound as though you were teaching in New Haven.
I taught in New Haven and your description resonates with me to the point of sadness.
But, what I really want to say is that you need to find emotional and career support because you have just been hammered–and at a vulnerable age in a tanked economy.
Please, please take care of yourself so you don’t start to sink in the quicksand of rejection.
I wish you all the best.
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Yes, do please take care of yourself and find emotional and career support. I am glad that you wrote and hope that it helped–as it usually does. Please keep us posted on what happens and I too wish you all of the best and MORE. I am so so sorry as your story resonates and will become more common. Remember that you will always be one of “us.”
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I am so sorry for your discouraged spirit . I teach In a similar school but we received some help with extra positions and resources. That because we transitioned to a partnership zone . They fired the Princiapl and some staff. scores did go up, but again we are testing to the test. the studnets still can not read. My idea s are simpler! Put two teachers in each classroom and keep to the state standars They work for your particular studnets. Find creative ways to reach parents, maybe home visits, call home and help for your difficult situations. Maybe this plan could move us forward. Little steps , not big. But any positive movement is good.
Take care and I wish you a positive job and happiness.
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I could have written this letter, except I have 22 years of experience teaching. It’s not that the teacher is an “ineffective” teacher; it’s that she has 10+ years working in the system. School districts can get 2 TFA teachers for her salary (cost effective) and bust the union (corporate take over effective) in one blow. And, that’s exactly what is happening. Teachers, hold your heads up and try not to be discouraged. Election day is coming and it will be a day of reckoning. Help get the word out and even consider running for office. You are way smarter than the majority of politicians we have now.
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Who are teachers to vote for when both sides have been bought by the corporate reformers? We don’t have the money for justice.
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The teachers need to get a grassroots effort going and get one of their own to run and get them elected! Connecticut would be a good person to run having experienced the disaster of the reform culture first hand.
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http://www.businessweek.com/articles/2013-05-09/new-haven-shows-how-you-fix-public-schools
That’s our union president. And read his words about supporting teachers.
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And where is the evidence that the union agreement to fire teachers for low test scores is improving schools in New Haven? Are teachers lining up to teach there?
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This is shocking! I just read the interview with Mr. Cicarella and could not believe that he refuses to defend so-called underperforming teachers! HE HAS NO CHOICE! HE HAS TO DEFEND HIS MEMBERSHIP, even providing them with legal counsel if necessary! They paid their Union dues and they have their Union rights. He accepted his role as president of his local chapter and he has the legal obligation to honor and support the rights of his membership. I sincerely hope that New Haven teachers file a class-action lawsuit against him.
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I am a parent and I would love to have a teacher like you who cares so much for her students. Hang in there!!! I do believe the right thing will happen for you. Honestly, they don’t deserve you!!! These districts are truly disgraceful. I hope we as a country and get rid of some of these dirt bag politicians. Good luck to you!!!
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Reading this wonderfully supportive response brought tears of hope to my eyes. Thank you, Parent, for supporting this poor teacher. Your support brings hope to the rest of us teachers who will face the same cruel and unfair treatment by politicians and their greedy laws.
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Thanks for your efforts to help youngsters. Hope you find a position that makes use of your talents and skills.
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I am perplexed that it is legal to dismiss a teacher based on student test scores when experts tell us (over and over again) that these scores reflect the student’s socio-economic background. Am I missing something? Has any teacher taken this to court? ( I advise all teachers in low-income areas to keep careful records demonstrating student progress. It might come in handy.)
I am so sorry that this happened to you, Connecticut Teacher. Of course, your “mistake” was in teaching needy children. If you had accepted a position in an affluent district, you would have been “very effective.” I know because I taught in a posh Ohio private school where almost all my student scored above the ninetieth percentile but when I went to the poorest part of Cleveland, the students’ scores were below the tenth percentile (yes, below). I never did understand how I went from being a great teacher to such a bad one in the space of two years.
I don’t know the situation in your state, but here in California, districts are still desperate for speech and language pathologists. A person can get a job if he or she is enrolled in a program. You might want to consider this or other openings around the country. Good luck. Please let us know how you are doing.
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Linda, if state legislators pass laws that allow teachers to be dismissed “for cause”, there is no recourse. For those teachers who still have some bargaining rights, expect those to be given up, if not already, in the face of budget cuts.
In today’s scenario Linda, you would be terminated for cause because of your low test scores, and it wouldn’t be a “do better next year or else” either. It’s a “you are gone”. Teachers are being let go at the end of quarters, semesters and not necessarily at the end of the school term.
Your advice is very good though regarding working to become a credentialed specialist, such as in language pathology. That will be even more important as the immigration boon hits with amnesty, bringing up to 30 million more folks across the border in the next 10 years.
At one time special ed teachers were the safe ones. Now, they’re among the first to go, mostly for budget reasons.
How do you hold someone accountable that works with all the special needs kids across a grade level? The same way counselors are being terminated, especially at the PK-5 level.
I also agree with you that teacher’s need to keep careful records of their student’s behavior and academic issues. I’ve personally been exonerated of professional misconduct charges due to my mostly “objective” evidence of a student’s situation, which did not at all match the parent’s charges to the state school board. Every phone call, letter, detention slip, parent/teacher conference, daily comments, etc.
It’s a pain but can be well worth the effort.
It also gives a teacher opportunity to reflect on how a students is really doing and take some steps to scaffold instruction, make parental contact, etc. So it’s not always a “cover your tail” documentation.
Thanks for your comments 🙂
Jim
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brutus2011 posted empathetic words. Thank you! This blog is a lifeline so thank you to Diane and to all who take the time to read and comment. There is real human tragedy behind what these cut throats are up to. It is at its worst in the Title I schools and teachers who know what is UP deeply appreciate the words of encouragement found here.
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When New York City released teacher VAM percentile rankings last year, extreme scores were distributed very evenly between rich/high-achieving schools and poor/low-achieving schools. The most infamous example of this was a 1st percentile middle school math teacher at a very affluent Manhattan exam school that had by far the highest math scores in the state.
Perhaps Connecticut calculates its scores differently, but my understanding is that this was at the core of the testing issue finally hitting home in high-performing (and usually highly segregated) districts: some teachers weren’t going to move their affluent and high-performing kids forward as much as the model said they should, and they’d have to be fired.
This is probably thin comfort to the teacher who wrote in — I hope she lands on her feet.
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I am sorry that happened to you,Connecticut Teacher.
Thank you for telling your story.
Perhaps if we all continue to speak up, tell what we know, what we have seen first hand, we can help put a halt to the madness.
Good luck to you.
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So many things wrong with this picture — and the picture is happening literally thousands of times across the country as politicians use the student test scores to reward/discharge inner-city teachers.
Student test scores — even value-added models — do not reliably measure teacher performance. There are too many variables beyond the teacher’s control that impact the test scores, particularly in low-SES areas where there are many “problem” students who are not evenly distributed among all teachers in the district. Because of these non-teacher-controlled variables, the high-stakes testing yields too many false positives and false negatives — rewarding weak teachers and discharging strong teachers.
The high-stakes testing that is destroying this teacher’s career is also damaging the education that the students are receiving. High-stakes testing has many serious adverse effects — encouraging a narrowing of the curriculum (devoting time to the tested subjects at the expense of the untested subjects), encouraging teaching-to-the-test (wasting instructional time teaching students how to take a particular test rather than teaching substantive knowledge), encouraging students, teachers, and administrators to cheat, discouraging teacher-teacher cooperation or mentoring, and, perhaps most importantly, discouraging exceptionally well-credentialed teachers from accepting assignments in schools/classes with many problem students.
In most systems that have implemented high-stakes testing, the school system — acting either through legislation or through collective bargaining — adopts rules that prevent teachers from challenging the validity of test-score-based ratings through either the union contract’s grievance procedure (if there is a union) or the civil service appeal process (if there is no union). Because there is no appeal process, there is no way for a teacher to challenge the test-score-based rating by arguing that the test scores were caused by factors beyond the teacher’s control — i.e., being assigned a disproportionately large number of problem students or that the students’ test scores from the preceding year were artificially inflated by cheating (by students, teachers, or administrators) in the preceding year. The absence of an appeals process also renders teachers vulnerable to a vindictive principal who can “get” a disfavored teacher by the simple tactic of assigning the teacher a disproportionate number of problem students — a tactic that will rarely be challenged by the other teachers who benefit from teaching a correspondingly smaller number of problem students.
Unfortunately, these adverse aspects of high-stakes testing are not intuitively obvious to parents/voters who are not themselves teachers and the mainstream media rarely, if ever, publicize these adverse aspects of high-stakes testing. Therefore, there is rarely any public pressure countering the high-stakes-testing advocates in the public debate.
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So glad “Labor lawyer” has posted on this.
I actually am in law school (2L) now in large part due to my gradually becoming aware as to the magnitude of harm being done to individuals and also the future of our society by this education fiasco. And that this travesty is happening under the radar of virtually all those who are not in the education system.
And all in the name of management and private contract salaries, pensions, and profit–the monetized frenzy of our times.
I hope that when I pass the bar, I will be able to make a difference where I could not as an single individual teacher..
So it may be that the last resort is the legal system and the courts, although the money boys may have already become too powerful to obey the law.
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Thank you for your post, Labor Lawyer. You’ve helped me to understand why teachers are not taking these unfair evaluations to court. I still believe, though, that our judicial system will eventually come to the aid of our mistreated teachers and students. I’m glad Brutus is studying law and I would do the same if I were younger.
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In most systems that have implemented high-stakes testing, the school system — acting either through legislation or through collective bargaining — adopts rules that prevent teachers from challenging the validity of test-score-based ratings through either the union contract’s grievance procedure (if there is a union).
LL–why would a union agree to prevent teachers from challenging validity of test scores? How much say does a union really have when it comes time for collective bargaining?
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“The absence of an appeals process also renders teachers vulnerable to a vindictive principal who can “get” a disfavored teacher by the simple tactic of assigning the teacher a disproportionate number of problem students — a tactic that will rarely be challenged by the other teachers who benefit from teaching a correspondingly smaller number of problem students”.
This actually happened to me a few years ago. I documented everything in great detail and in the end threatened legal action after my union said they could do nothing. I was treated much nicer after that, but I can still feel the scar from the knife in my back.
Labor Lawyer, is there a way we can contact you offline? I am watching the same thing happen to some fellow teachers whom I greatly respect and frankly I feel angry and helpless. I cannot believe that this kind of harassing management is even legal much less ethical. The same year I was in the crosshairs our school site lost five teachers with 25-30+ years experience. It seems that anyone (usually the older teachers) who stood up to the principal was targeted and by the end of the year everyone with over 20 years or more left or retired.
Last I heard, loading up a worker and demanding that they keep pace with others who are not equally burdened and then publicly displaying the results is illegal. Am I correct on this assumption?
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Bob — I’m retired, so I no longer give legal advice in specific cases. Speaking generally, for a teacher who is being unfairly treated/set-up by the principal, the best approach is to get the union (if there is one) to press a grievance, first informally and then formally. If the union ignores the teacher, the teacher can contact the union’s central office (in writing), relating the facts and asking the union’s central office to press the grievance; the teacher should remind the union’s central office that the union owes the teacher a “duty of fair representation” and that, if the union fails to meet this duty and the teacher is ultimately discharged, the union might be financially liable to the teacher. This will usually get the union’s attention. As a practical matter, if the principal is out to get a teacher, the best-case solution is usually for the teacher/union to negotiate a settlement (formal or informal) whereby the teacher transfers to another school or resigns to take a job in another system and the principal agrees to give the teacher a good recommendation. Not fair, but that’s the real world.
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Question for labor lawyer: Are you saying these laws and agreements so airtight that a teacher and/ or teachers union could not sue in the case of dismissal over test scores? The rational part of me is having a very hard time understanding this.
And while I have spent my my time off this summer reading this blog (more like an obsession,) and trying to become informed, I still do NOT understand why any union would agree to include test scores in the decision to retain or fire teachers. At least we still have unions in NY. What did they get for this?
One thing I DO understand is that there are very few places we can go to get this information. I read and link to articles every day. We need to change the conversation.
Thank you, Dr. Ravitch. Looking forward to Reign of Error!
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Puppy lover, no union should sign an agreement that ties teachers’ evaluations or pay to test scores. That gives the tests far too much importance, and it favors teachers in affluent districts and hurts those who teach needy students.
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Remember teacher evaluations tied to testing came with Race to the top awards. Unions had no voice in these decisions.
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And Arne lies and says the federal government doesn’t control any of this…LIAR.
Here’s his lie about the NATIONAL standards also tied to the race to the trough:
Speaking about the Common Core to the American Society of News Editors in June, Mr. Duncan said: “The federal government didn’t write them, didn’t approve them, and doesn’t mandate them. And we never will. Anyone who says otherwise is either misinformed or willfully misleading.”
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Diane Ravtich,
I hope you can begin to see that it can come to a point where “internecine fighting” , as you have put it, becomes necessary in order to produce better union leadership, one with more interests of its members being addressed.
In this case, union members are looking to protect familes and students as well from junk science means of evaluating teachers, means that destabilize and destroy public schools.
I don’t need to mention names here of union leaders . . . .
But internal conflicts being resolved – even through struggle – within an ally organization makes the ally better prepared and equipped to fight the enemy and win.
Otherwise, the troops will remain weakened and ineffective.
NO educator union should even remotely entertain the notion of tying scores to teacher evaluation.
It is most unfortunate that national and state unions agreed to do so.
What a waste of our union dues.
What a loss of dignity.
What a fight we will all have to generate, increase, and sustain for years if not decades to come . . . .
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Re unions agreeing to high-stakes testing in a collective-bargaining agreement —
Unions do not do this voluntarily. They do this because, from their viewpoint, agreeing to the high-stakes testing is the lesser of two evils. The union agrees to the high-stakes testing (including excluding the test-score rating from grievance-procedure review) in exchange for management agreeing to something — i.e., capping the percentage weight given to the test-score rating at X% of the total evaluation (like 50%), that a teacher will not be discharged unless the teacher is rated unsatisfactory in two separate annual evaluations, and/or that teachers rated exceptional will receive large cash bonuses (sometimes funded by private foundations). From the unions’ viewpoint, the alternative to refusing this “bargain” is that the relevant government authority (state legislature, city council, school board) will enact legislation compelling the school system(s) to use the high-stakes testing to evaluate teachers and the union will get no concessions. Or, another possible alternative (that other commenters alluded to) is that a superior govt authority (state or federal) threatens to withhold school funding unless the union agrees to the “bargain” outlined above, with the implicit (or perhaps explicit) threat that many teachers will be laid off if/when the funding cuts hit home.
And, in some states — perhaps many states — teachers unions have no real economic or legal clout to effectively win a battle at the bargaining table. That is, state law may prohibit teacher strikes (and teachers in most school systems are generally reluctant to strike even where it is legal) and/or state law may provide for non-strike impasse resolution procedures that strongly favor management — for example, that impasses are resolved by someone other than a true neutral arbitrator, perhaps a commission appointed by the mayor/city council or that a neutral arbitrator’s award can be overturned by contrary action of the city council.
In any of these situations, union leaders might — and have — reasonably decided to strike the bargain with the devil rather than risk losing everything.
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I forgot where I read it — and I suspect that I read it here — but one way of looking at corporate education reform is that it is trying to solve the problem of poverty by punishing those who have chosen to work with the poor. This will work about as well as you’d expect it to.
Of course we know that corporate education reform really has nothing to do with solving problems. It has one goal (profit) and no soul.
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Connecticut Teacher: I’m so sorry to hear that you were terminated after one unfair evaluation of your work.
Like you, I also teach in a high needs high school in one of the boroughs of NYC. Our students are so severely disabled that many are not verbal, lack basic living skills, and were placed at this school due to their severe ( and lifelong) disabilities. All are not graded for that reason.
Now that Common Core has been instituted, we are expected to teach ( and test) our students accordingly. Obviously, students such as ours have not been factored into the Common Core testing and learning formulas promulgated and advocated by those unfamiliar (or those that refuse to acknowledge) that such students exist.
No, you are not alone, unfortunately. At my school, we teachers expect many more teachers to receive evaluations such as yours, and to expect what happened to you to happen to many of us as well.
Those that could retire have done so. Those that are still teaching and working are approaching this new school year with much trepidation, wondering when we will also be evaluated as you were.
Labor lawyer, above stated the situation succinctly. It’s not a fair reflection of your teaching abilities to be measured by the same standards when we work with such high needs students.
I sincerely hope that you are able to recover from how you were treated, and go on with your life. Those of us that work with special needs students are all in the same precarious situation. You’re not alone, for whatever solace you may derive from that.
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It is sad to see that this is happening in so many states. I’m in Michigan, and I see it happening here. Our governor has pushed through legislation that ripped tenure away from teachers. Funding has been cut drastically, to the point that two entire school districts have had to close their doors, and others are in desperate situations to find money to open this fall. When I first started teaching nearly twenty years ago, I chose to teach in an inner city school because that was where I thought I was most needed and where I could make the biggest difference. These are the kids who need caring teachers, yet due to seniority (higher salaries) and high-stakes testing (factors beyond our control) many teachers who deserve to be valued and praised for teaching the most at-risk kids imaginable are instead being told they are “ineffective.” I’m the sole support for my family, I am now under constant stress and worry because here in Michigan entire school districts are being taken over by the state if their test scores don’t show adequate progress.
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“These are the kids who need caring teachers, yet due to seniority (higher salaries)”
I’d love to see the numbers on that in Michigan. If they’re letting older teachers go to cut costs, that needs to be looked at because as you know the claim is they want “great teachers!”
No one in ed reform said anything about “younger and cheaper teachers” when they were giving us the hard sell, just like they forgot to mention for-profit schools and outsourcing contracts so “non profits” are just shells with a creamy profit center. and vouchers to religious schools and a whole host of bait and switch “reforms”
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I am saddened and touched by the fate of this 10-year-veteran of teaching in CT and what she faces as she decides whether to continue a job search in her chosen field. Teaching in urban districts anywhere in the U.S. is difficult with a capital “D.” I am a retired CT public school high school teacher in Stamford, which used to be headquarters for 50+ corporate headquarters – now 50% minority k-12. Hartford, the former insurance industry hub and state capital – now is a struggling urban school district. New Haven, home of Yale, is too. And then there in Bridgeport, our state’s most populous city, where I live. None of these urban districts are receiving their fair share of state education dollars given the level of poverty within their boundaries. Our education funding formula is out-of-whack and based on local property taxes more than state dollars. Most of Diane’s readers likely think of CT as a rich state. And it is in some but not all areas. Here in Fairfield County, we have one of the nation’s greatest income disparities. We have some top-rated school districts and we have the lowest in Bridgeport. Teachers and students and their parents in our poorest urban districts truly are victims of those who are blind to the poverty next door to zip codes of the top 1 percent in this state. Our 1 percent believe in private or charter schools, rather than in true public schools largely because such schools “segregate” out any child who acts out. Teachers like this letter writer get the students who are difficult to teach for whatever reason. Is this fair? Is this a good foundation for our democracy of tomorrow?
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Diane —
Thanks for all you do. I’m so anxious to read your new book. Hope your Sunday is a good one!
Joanne Simons Maple Grove, Mn
Joanne, I will take care of your request.
Diane
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Connecticut Teacher, I am sorry about your situation. I wish you the best of luck. I am learning that this can happen to anyone of us teachers.
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In my last job, I taught reading to high school students. Most of my students came from families of lower socioeconomic status. Most of them were from minority groups. Many were functionally illiterate in two languages. Absenteeism was a major problem. The lack of resources was pitiful. One component of the program relied on daily computer access. In the five semesters I taught using this particular program, it took 4-6 weeks for the administration to get the computers up and running. My last year, they were still trying to straighten out student schedules into second semester. Like the CT teacher, I had students enter my classes throughout the year, often from other classes for behavior issues. I had a reputation of being good with difficult students. My last year, they had begun to dismantle the special ed department, and we got a data guru. Everything was ignored but test scores; I was terminated despite a satisfactory rating. I suspect it had a lot to do with budget concerns, and non-tenured teachers were easy targets. The union had no say in what the district chose to do. I suspect my age (now 63) has had a lot to do with my inability to find a teaching job. All applications are online and districts typically use a pre-screening filter that automatically weeds out applications. I have been told by an administrator that the number of buzzwords (current ed jargon) play a significant role in the ranking. My one interview was for a TA position; another candidate was a better match. So CT teacher, I hope you have better luck than I. I hear Starbucks has benefits… I will keep subbing.
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Where is the Union in all of this? How is she being fired with only one evaluation and no appeals process. How can she be fired having undergone no structured interventions? Again, where is the Union?
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@Bill Morrison: good question but what can the union do (even if it actually supported the teacher.. which regrettably is not a given in many areas of the country these days)? I say this because the new teacher evaluation systems around the country are what they are.. a means to circumvent the unions and a means to fire teachers. In my state, the 50 percent of our teacher evaluation based on tests is what it is.. if the school does not fare well overall, all teachers who are not in testing grades do not fare well. If a teacher is a testing grade teacher and his/her students fare poorly, 50 percent of his/her evaluation is down the tubes. It is black and white. It does not even matter if the curriculum is based on common core but the test being given is actually still the State test (as will be done in MD this year). “Corporate ed reformers” knowing how cash strapped districts around the nation are (schools desperate for RTTT money) these “ed reformers” have managed to get a good many unions to agree to an evaluation system that virtually renders the union’s ability to offer due process to its teachers moot! When this teacher from the article empties her desk (if she hasn’t already), chances are good that a TFA teacher will be there to replace her… a teacher whose chances of working for two years are a whole lot greater than his/her chances of taking teaching seriously as a life-long career. Or even more typical, maybe the principal at her school will save money and add her students to the other classes in her grade. A transient teacher pool only further weakens the union.
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Believe me; I fully understand what you are saying. But, in my urban district in CT, we take due process seriously. No tenured teacher can be fired after one evaluation. Due process must be followed. As a Union Rep, I would recommend to this teacher that she talk to her Union lawyers, which is another right she has.
Concerning TFA, your point is very well taken. I have never seen a TFA “teacher” last beyond two years.
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And, the Union should be able to stop the firing if contractual due process has not been followed.
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This is far beyond the test scores. This woman is obviously a very dedicated teacher and you can tell this just by reading her post. Shame on the district that enabled her to be fired based on test scores. This is a CRAZY period in history. I just sat in at a staff meeting the other day and learned that the 50 percent section of our teacher evaluation involving student test scores will come from scores in the previous year. So what does this mean for teachers who transfer into the school? Or new teachers? Or teachers who travel to many schools? Gotta have data to fulfill the “mandates” of RTTT. Data and compliance= money. What it also means is that new teachers and transfers will be evaluated 50 percent on inane test results of a school they never taught in during that year. So it is entirely possible for a new teacher to be fired in the first year based soley on scores that were never his/her students to begin with or should I say his/her schools’ scores if he/she is not in a testing grade. Hmmm.. SOMETHING IS SO TOTALLY OUT OF WHACK.
To the teacher who wrote this heart-rendering piece, I can only say that things are so out of whack that I can only see them getting better. How much lower can we go as a nation? My hope is that the boiling point is near and that you will have your career restored soon. In the meantime, know that there are SO MANY teachers who understand what you are going through but aren’t quite “in the know” yet on how to act in unison to stop this madness. The sheer volume of articles that Diane Ravitch is able to post on her blog with no hired PR strategists and the likes is evidence THAT WE ARE OUT THERE IN FORCE and will be very ready to resume real teaching when called upon to restore sanity to public education so that needy students as well as wealthy students will look forward to learning once again. When parents begin to see through the nonsense and students get more and more fed up (as well as ill from all this), the nation-at-large will not tolerate what is going on. We have a LOST GENERATION of students we will need to help and the responsibility is in the hands of those people all too willing to take the “education reigns” without having any requisite education experience. They cannot hang on forever to a flawed system that is becoming more and more transparent in its idiocy.
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Hi Connecticut Teacher,
I assume you worked in one of the districts that piloted the new evaluation system. Have you considered disputing your summative rating? The SEED document that outlines the evaluation process provides for challenges. (The paper copy I have of this document, dated 10/9/2012, outlines the dispute process on page 32, just before Appendix A.) Also, since CMT results just came out, I don’t know how they could have determined your rating yet. Make them show you the student scores on which your rating is based. Good luck to you.
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OUTSTANDING point!
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One more point: Check your contract! If you have tenure, you probably have due process rights. If you are lucky enough to have a union with backbone, they can help you. Although the new teacher evaluation plan does state that a single ineffective rating may be considered a “pattern”, it does not mandate termination. Termination decisions should be controlled by your contract, and that document may also contain dispute provisions.
P.S. To all who are interested in a trip to Bizzaro World, I recommend curling up with a nice cup of tea and a copy of the SEED document. It contains gems such as this: “Each district shall define effectiveness and ineffectiveness utilizing a pattern of summative ratings derived from the new evaluation system. A pattern may consist of a pattern of one”. The Language Arts teacher in me wants to shout at the authors: Look up the definition of the word “pattern”!
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Many fine points have been discussed relating to this post. Not having any experience with unions I don’t understand why they are still viable if they are unable to assist teachers during these times. Perhaps not joining a union and putting those dues into a personal disaster fund would be something to explore. I know that is a pipe dream but really, what does the union do for teachers now?
My father always said that life wasn’t fair. The situation described by Conn. Teacher is very simply beyond unfair. It is wrong, wrong, wrong, wrong, wrong, wrong, wrong. Just wrong.
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Making teachers responsible for student’s test scores is akin to shooting the jockey when the horse breaks his leg.
You can’t give someone the responsibility for something they have no control over. Most any teacher will tell you that one of the first things they learn about teaching is they are not in control. There are no buttons to push, no levers to flip, no dials to register when the student has percolated enough to do well on a standardized test.
Study the annals of education regarding the effect of student attitude on performance. Attitude has a good part to do with how a student performs on tests. With all of the negative vibes that students pick up on from parents, teachers, the media, and most importantly, each other, it’s a wonder they can concentrate at all.
Almost any teacher I know covers test taking tips before major tests and assessments. Very few of the factors are under some sort of management by teachers. We can’t make sure that students are well fueled and rested. We can’t make them de-stress although we can teach them some techniques, such as controlled breathing and cognitive visualization.
In short, the states/districts that have teacher’s unions/bargaining units did their members a great disservice when they agreed to modify the teacher professional evaluation system, which could result in dismissal due to poor performance, as determined by a standard that teachers cannot control….student testing performance.
I was at two districts in WA state where the districts wanted to make similar changes as in New Haven. One district in 2005-2006, and the other in 2007-2008. Unanimously the teachers voted to turn down “incentive” pay and hinging teacher’s keeping their jobs on only the student’s performance on state, district or national assessments.
We did however agree that teachers that were not rated as satisfactory by their building administration, which was signed off by the building union representative and district teaching specialist would have two years of structured remediation, including working with other grade level building teachers and district curriculum personnel.
If at the end of this two year period the teacher had made NO progress to improve their teaching, e.g., classroom management, assessment preparation, etc., then the union would consider placing the teaching in another building. However, once again, student assessment performance WAS NOT an allowable factor for teacher evaluation.
This negotiation was a trade off for teachers not having their TRI hours (after school activity pay) cut.
To my knowledge, very few teachers were rated as unsatisfactory, and those who were showed satisfactory performance.
So, this potentially negative situation actually turned into a positive, win-win situation.
Cheers
Jim
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