EduShyster provides insight and detail on the story of the Boston turnaround school that didn’t get turned around.
Take a low-performing school in an impoverished neighborhood.
Give it to a company that never ran a school before.
Run through five principals in two years.
What could possibly go wrong?
Will anyone be held accountable? Why not Mitchell Chester, the state commissioner who created this fiasco?
Diane Ravitch's blog 
Something seems to be wrong with the link.
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Here’s a better one:
http://edushyster.com/as-the-school-spins/
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Thank you Jack and Diane.
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Sorry, the link is fixed now.
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That second-to-last reminds me of a John Cougar Mellancamp song.
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NCLB → RTTT → LEWYK
(Let’s Experiment With Your Kids)
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Good one.
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…and let’s punish teachers for speaking out. A friend just shared this on Facebook (“A bill that could silence teachers”): http://www.charlotteobserver.com/opinion/op-ed/article85880232.html
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Janet, Thanks for this link. The article shows how the legislative language is tweaked to limit fee speech by teachers…out of the classroom–on behalf of legitimate educational concerns The effort to silence protest is scary, but some of the comments are even more alarming.
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Do you remember when some unionized teachers spoke at a Louisiana state (or some other state) hearing on education that took place on a school day?
One of the anti-union senators demanded that, before speaking to the committee, that each teacher divulge how they were able to miss school to be there … as in what justification did you give your school?
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Should be free speech, not fee speech.
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Despite what is obviously an egregious failure, whose casualties are the children used as guinea pigs in this experiment, the state of Massachusetts with its appointed department of education goes merrily on its reformy way.
Holyoke, Springfield and Southbridge are three of our poorest communities, which have very high ratios of English language learners and SWD’s. So it’s no surprise that MA DESE has targeted them for takeover, just as they have in Lawrence and Boston.
MA DESE took over the Holyoke Public Schools last year, so now they’re hiring TFA’s to do the job of all those teachers they turned out, including Gus Morales, president of the Holyoke teachers union.
This “news” article:
http://www.masslive.com/news/index.ssf/2016/06/teach_for_america_recruits_wel.html#lf-content=167014130:530995240
includes “Five questions about Teach for America answered:”, helpfully answered by TFA.
And in Springfield, MA, DESE has turned over another school to UP Academy.
http://www.masslive.com/news/index.ssf/2016/05/parents_students_excited_about.html
On Friday afternoon (well known as a great time for a news dump), DESE issued its turnaround plan for the latest school system targeted for takeover, Southbridge, MA. Here are some of the key recommendations and “solutions”. This comes after many teachers and paraprofessionals have been notified that they have been terminated.
Click to access 1Southbridge%20TAP%206%2023%2016%20FINAL%20ENGLISH.pdf
Merit pay based on the local edition of VAM – Roland “Two-Tier” Fryer is a member of the board, so perhaps he is due credit for this:
5. Revamp compensation approach: The district will revamp its approach to compensation to ensure that individual effectiveness, professional growth, and student academic growth are key factors in a professional compensation system and that employees have opportunities for additional responsibility and leadership. (See also Appendix A, III.)
A major goal is to attract teachers because:
“The most significant school-based factor in students’ learning is the quality of the teaching they receive. Southbridge is committed to attracting and retaining a caring, qualified, and highly competent workforce of teachers and leaders.
Strategy D: Use the Receiver’s authorities to lay the foundation for successful turnaround
1. Limit, Suspend, or Change Provisions in Collective Bargaining Agreements to Support Plan Priorities: The district will limit, suspend, or change provisions in collective bargaining agreements and employment contracts in order to achieve the goals of the Turnaround Plan. Further, the Receiver must have the ability to address issues as they arise, including making additional changes to collective bargaining agreements to maximize the rapid improvement of the academic performance of Southbridge students. Appendix A contains changes will take effect as of July 1, 2016, and must be incorporated into future collective bargaining agreements. The Receiver and/or the Commissioner, at their discretion, will initiate discussions and processes as appropriate pursuant to G.L. c. 69, § 1K. (See also Appendix A.)
2. Change employment contracts: Certain changes to employment contracts between the district and individual employees are necessary to achieve the goals of the Turnaround Plan. The Receiver must have the flexibility to choose and retain principals and other administrative staff who are effective leaders, have the appropriate skills, and bring focus and urgency in implementing the terms of the Turnaround Plan. Consequently, the end date for all employment contracts or agreements entered into with administrative staff members before the declaration of receivership on January 26, 2016, is changed to June 30, 2017. The Receiver may, at her discretion, extend any such employment contract or exercise the termination provisions of any contract. The changed end date supersedes any contrary provisions in any individual employment contract between the district and an individual employee. (See also Appendix A.)”
and because non-turnaround schools are required to provide 990 hours of instruction:
“As of the 2017-2018 school year, there will be a minimum of 1,330 hours of instruction for students K-8. (See also Appendix A, IV.)
The Receiver will establish the school calendar each year. (See also Appendix A, IV.)
All newly-hired teachers may be required to participate in a week-long teacher
orientation/induction program as part of their professional obligation without additional
compensation. (See also Appendix A, IV.)
Explore additional school calendar options to provide additional time for instruction and
enrichment, to reach the required minimum of 1,330 hours of instruction annually for students K-8. This may involve programming options during vacations, extended day, year-long opportunities, and summer school.”
So the plan is to attract the best teachers by taking away any contractual protections, changing the school calendar at will and having them work an extra 340 hours without compensation. I’m sure that’s a great plan.
I’m old enough to remember when educational decisions at the state level were made by educators and informed by research. This triumph of ideology is devastating to our poor communities and the children who live in them.
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So in doing a bit of investigation is Matt Spengler from “Blueprint Schools Network” involved in the Dever School “turn-around”??? Why is the headquarters for this organization located in the well-heeled Newton community safely away from the urban “grit” of Dorchester where the Dever School is located? Perhaps some of the “Blueprint” team wanted to ensure their own kids got to go to new Newton North High School (you know… the one that was renovated for $197 million) or other Newton schools which are some of the best in MA!
Found this interview about “Matt’s experience” and the “greatness” of Blueprint. There is not a shovel big enough to dig out the pile of manure. It is amazing that a guy who took a job having no experience but was hired due to “emergency conditions” could then move on to being a principal and then yes… to found and lead such an illustrious organization…
http://greenlightfund.blogspot.com/2014/10/a-catalyst-for-change-conversation-with.html
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