Bill Gates gave a TED talk. I confess I didn’t watch. Happily, others did and produced a transcript.

Jersey Jazzman called Bill’s central assertion (that 98% of teachers get a one-word evaluation, “satisfactory”) ridiculous. If you link to JJ’s blog, you cn watch Bill explain how to fix the evaluation problem.

The one time I saw Bill Gates was at Davos in 2006. He spoke then with the same sense of absolute certainty. He knew exactly what was needed to cure all the ills of American education: small high schools with rigor and relevance. He spoke assuredly. He did not admit that the foundation’s evaluations were not so rosy as his description. Two years later, he dropped the small school as panacea.

I don’t know how he approaches software issues, but from his actions, he is the kind of guy who needs to have One Big Powerful Idea. And he won’t give up on that One Big Idea because no one around dares to tell him he is wrong.

Fixing teacher evaluation is his current idee fixe:

Everyone needs a coach. It doesn’t matter whether you’re a basketball player, a tennis player, a gymnast or a bridge player. (Laughter)

My bridge coach, Sharon Osberg, says there are more pictures of the back of her head than anyone else’s in the world. (Laughter) Sorry, Sharon. Here you go.

We all need people who will give us feedback. That’s how we improve. Unfortunately, there’s one group of people who get almost no systematic feedback to help them do their jobs better, and these people have one of the most important jobs in the world. I’m talking about teachers. When Melinda and I learned how little useful feedback most teachers get, we were blown away. Until recently, over 98 percent of teachers just got one word of feedback: Satisfactory. If all my bridge coach ever told me was that I was “satisfactory,” I would have no hope of ever getting better. How would I know who was the best? How would I know what I was doing differently? Today, districts are revamping the way they evaluate teachers, but we still give them almost no feedback that actually helps them improve their practice. Our teachers deserve better. The system we have today isn’t fair to them. It’s not fair to students, and it’s putting America’s global leadership at risk. So today I want to talk about how we can help all teachers get the tools for improvement they want and deserve.

Let’s start by asking who’s doing well. Well, unfortunately there’s no international ranking tables for teacher feedback systems. So I looked at the countries whose students perform well academically, and looked at what they’re doing to help their teachers improve. Consider the rankings for reading proficiency. The U.S. isn’t number one. We’re not even in the top 10. We’re tied for 15th with Iceland and Poland. Now, out of all the places that do better than the U.S. in reading, how many of them have a formal system for helping teachers improve? Eleven out of 14. The U.S. is tied for 15th in reading, but we’re 23rd in science and 31st in math. So there’s really only one area where we’re near the top, and that’s in failing to give our teachers the help they need to develop their skills.

Let’s look at the best academic performer: the province of Shanghai, China. Now, they rank number one across the board, in reading, math and science, and one of the keys to Shanghai’s incredible success is the way they help teachers keep improving. They made sure that younger teachers get a chance to watch master teachers at work. They have weekly study groups, where teachers get together and talk about what’s working. They even require each teacher to observe and give feedback to their colleagues.

You might ask, why is a system like this so important? It’s because there’s so much variation in the teaching profession. Some teachers are far more effective than others. In fact, there are teachers throughout the country who are helping their students make extraordinary gains. If today’s average teacher could become as good as those teachers, our students would be blowing away the rest of the world. So we need a system that helps all our teachers be as good as the best.

What would that system look like? Well, to find out, our foundation has been working with 3,000 teachers in districts across the country on a project called Measures of Effective Teaching. We had observers watch videos of teachers in the classroom and rate how they did on a range of practices. For example, did they ask their students challenging questions? Did they find multiple ways to explain an idea? We also had students fill out surveys with questions like, “Does your teacher know when the class understands a lesson?” “Do you learn to correct your mistakes?”

And what we found is very exciting. First, the teachers who did well on these observations had far better student outcomes. So it tells us we’re asking the right questions. And second, teachers in the program told us that these videos and these surveys from the students were very helpful diagnostic tools, because they pointed to specific places where they can improve. I want to show you what this video component of MET looks like in action.

(Music)

(Video) Sarah Brown Wessling: Good morning everybody. Let’s talk about what’s going on today. To get started, we’re doing a peer review day, okay? A peer review day, and our goal by the end of class is for you to be able to determine whether or not you have moves to prove in your essays.

My name is Sarah Brown Wessling. I am a high school English teacher at Johnston High School in Johnston, Iowa.

Turn to somebody next to you. Tell them what you think I mean when I talk about moves to prove. I’ve talk about —

I think that there is a difference for teachers between the abstract of how we see our practice and then the concrete reality of it.

Okay, so I would like you to please bring up your papers.

I think what video offers for us is a certain degree of reality. You can’t really dispute what you see on the video, and there is a lot to be learned from that, and there are a lot of ways that we can grow as a profession when we actually get to see this. I just have a flip camera and a little tripod and invested in this tiny little wide-angle lens. At the beginning of class, I just perch it in the back of the classroom. It’s not a perfect shot. It doesn’t catch every little thing that’s going on. But I can hear the sound. I can see a lot. And I’m able to learn a lot from it. So it really has been a simple but powerful tool in my own reflection.

All right, let’s take a look at the long one first, okay?

Once I’m finished taping, then I put it in my computer, and then I’ll scan it and take a peek at it. If I don’t write things down, I don’t remember them.

So having the notes is a part of my thinking process, and I discover what I’m seeing as I’m writing. I really have used it for my own personal growth and my own personal reflection on teaching strategy and methodology and classroom management, and just all of those different facets of the classroom.

I’m glad that we’ve actually done the process before so we can kind of compare what works, what doesn’t.

I think that video exposes so much of what’s intrinsic to us as teachers in ways that help us learn and help us understand, and then help our broader communities understand what this complex work is really all about. I think it is a way to exemplify and illustrate things that we cannot convey in a lesson plan, things you cannot convey in a standard, things that you cannot even sometimes convey in a book of pedagogy.

Alrighty, everybody, have a great weekend. I’ll see you later.

[Every classroom could look like that]

(Applause)

Bill Gates: One day, we’d like every classroom in America to look something like that. But we still have more work to do. Diagnosing areas where a teacher needs to improve is only half the battle. We also have to give them the tools they need to act on the diagnosis. If you learn that you need to improve the way you teach fractions, you should be able to watch a video of the best person in the world teaching fractions.

So building this complete teacher feedback and improvement system won’t be easy. For example, I know some teachers aren’t immediately comfortable with the idea of a camera in the classroom. That’s understandable, but our experience with MET suggests that if teachers manage the process, if they collect video in their own classrooms, and they pick the lessons they want to submit, a lot of them will be eager to participate.

Building this system will also require a considerable investment. Our foundation estimates that it could cost up to five billion dollars. Now that’s a big number, but to put it in perspective, it’s less than two percent of what we spend every year on teacher salaries.

The impact for teachers would be phenomenal. We would finally have a way to give them feedback, as well as the means to act on it.

But this system would have an even more important benefit for our country. It would put us on a path to making sure all our students get a great education, find a career that’s fulfilling and rewarding, and have a chance to live out their dreams. This wouldn’t just make us a more successful country. It would also make us a more fair and just one, too.

I’m excited about the opportunity to give all our teachers the support they want and deserve. I hope you are too.

Thank you.

(Applause)

__,_._,___

In the year that I have had this blog, I have never posted the same article twice.

I posted this one yesterday, and I am posting it again, to draw attention to some curious statements made by Bill Gates in the course of an interview. I am not picking on Bill, but drawing attention to his assumptions. What he believes matters a great deal because his billions, in tandem with federal policy (which he shapes) has a large impact on tens of millions of students and their teachers. His influence is multiplied yet again because almost every other foundation follows his lead, assuming that he knows best because he has the most money.

Yesterday I posted the interview to draw attention to the fact that his favorite technology startup is one that his foundation started, though that was not mentioned. It is inBloom, the new tech company Gates funded with $100 million, in partnership with Rupert Murdoch, to collect confidential student data, which may be used by vendors. The vendors will use the data to design and market new products, based on their access to children’s names, address, grades, test scores, disabilities, attendance, suspensions, etc. in 2011, the US Department of Education loosened the restrictions on the federal privacy act (FERPA), allowing this release of data without parents’ permission. The decision to release the data is in the hands of state education departments, not parents.

Today I call attention to two other noteworthy points.

In this exchange, Gates asserts that the foundation has figured out how to make the average teacher as effective as those in the top quartile. He neglects to mention–maybe he doesn’t know–that the implementation of these ideas has not produced this result anywhere. Gates’ ideas about teacher evaluation have been adopted in most states because the federal Department of Education made them a condition of Race to the Top and a condition to receive waivers from NCLB. Gates does not acknowledge that these test-based evaluation programs have created massive snafus, in which the district’s Teacher of the Year was fired because she was “ineffective” the next year, nor does he seem to know that these evaluation systems are inaccurate and demoralizing. In short, his new Big Idea has already failed, but no one has told him. Maybe they are afraid to tell him.

The question:

“During your SXSW speech, you held up a vial of the polio vaccine as an illustration of the power of innovation to solve a problem by redefining it. What’s the big win in education that’s similar in scope?”

Gates’ answer:

“The foundation’s biggest investment, even bigger than what we’re doing to enable technology, is in creating a personnel system for K-12 teachers that lets the average teacher move up to be as good as the top quartile. Instead of just being in isolation and getting no feedback, you can be videotaped, you can have a peer evaluator advise you on your performance. When we combine that with student surveys and principals’ feedback, we can help teachers learn from the best.”

*********************
In this next exchange, the interviewer politely points out that so far none of Gates’ big ideas has been transformative. His response is to say that what works for one group doesn’t work for another, which is a good critique of almost everything Gates does. Another way to read his answer is that he still does not know how to transform the K-12 system; what works for highly motivated adults is not what works for extremely heterogeneous youngsters whose motivation is diverse.

The question:

“The performance of independently run public charter schools has been mixed. Breaking up large schools into smaller ones has yielded few improvements. There is little robust data about the impact of laptops, tablets, and other technology on graduation rates or test scores. Do we know enough about what works and what doesn’t to undertake large-scale interventions?

Gates’ answer:

“These are complex questions, in part because students are heterogeneous. What works for one student won’t work for another.

“I’ll give you an example. The students who go to Western Governors University [an online, not-for-profit university that is on Fast Company’s Most Innovative Companies list in 2013] are older, in their late twenties, early thirties. They have a career goal in mind. They are fairly motivated to finish, and the curriculum is very oriented toward credentialing them for a higher-income occupation. So the persistence you see in that self-selecting group is quite phenomenal. They have very low dropout rates. But you can’t just say, “That course material and structure must work for all 18-year-olds.” In fact, we know it absolutely does not. That population has a less clear idea of why they’re at school, and they have other distractions.”